Handbook 20112.pdf - Northwest Regional ESD

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 Employee Handbook
      2011-12




                       James Sager, Superintendent



5825 NE Ray Cir. Hillsboro OR 97124 | phone: 503-614-1428 | fax: 503-614-1440

                   ―Dedicated to quality education for all students‖
                                                    TABLE OF CONTENTS
Preface ............................................................................................................................................. 1
Welcome.......................................................................................................................................... 3
Who We Serve ................................................................................................................................. 4
Demographics .................................................................................................................................. 4
Major Areas of Service .................................................................................................................... 4
Major Periods in ESD History ........................................................................................................... 5
Guiding Principles ............................................................................................................................ 4
Local Service Plan ............................................................................................................................ 2
GENERAL INFORMATION
Associations ..................................................................................................................................... 3
Board Members ............................................................................................................................... 3
Board Meetings/Communications .................................................................................................. 4
Building Hours and Locations .......................................................................................................... 4
STAFF OPERATIONS
Absences .......................................................................................................................................... 6
Accident/Incident Reports............................................................................................................... 7
Administering Noninjectable Medicines to Students...................................................................... 8
Animals in the Classroom ................................................................................................................ 9
Annual Inservice ............................................................................................................................ 10
Attendance and Punctuality .......................................................................................................... 10
Benefits .......................................................................................................................................... 10
Breaks ............................................................................................................................................ 11
Care/Use of District Property ........................................................................................................ 12
Change of Personal Information ................................................................................................... 12
Child Abuse Reporting ................................................................................................................... 12
Children – Bringing Children to Work............................................................................................ 15
Classroom Security ........................................................................................................................ 16
Communicable Disease/bloodborne pathogens ........................................................................... 16
Complaints – Student/Parent ........................................................................................................ 20
Complaints – Staff ......................................................................................................................... 20
Computer Use................................................................................................................................ 21
Confidentiality ............................................................................................................................... 23
Contracts and Compensation ........................................................................................................ 23
Copyright ....................................................................................................................................... 24
Corporal Punishment..................................................................................................................... 25
Courier Service .............................................................................................................................. 26
Criminal Records Check/Fingerprinting ......................................................................................... 26
Directory ........................................................................................................................................ 28
Discipline and Discharge................................................................................................................ 28
Drug-Free Workplace .................................................................................................................... 28
Emergency Closure ........................................................................................................................ 29
Employee Assistance Program ...................................................................................................... 32
Employee Groups .......................................................................................................................... 32
Employee Web Portal .................................................................................................................... 33
Equal Opportunity Employment.................................................................................................... 34
Evaluation of Staff ......................................................................................................................... 35
Expense Reimbursements/Mileage............................................................................................... 35
Fair Labor Standards Act ............................................................................................................... 36
Field Trips and Special Events........................................................................................................ 36
Flexible Spending Account ............................................................................................................ 37
Fundraising .................................................................................................................................... 38
Gifts and Solicitations .................................................................................................................... 38
Grievances ..................................................................................................................................... 38
Guest Speakers/Controversial Speakers ....................................................................................... 38
Hazing/Harassment/Intimidation/ ................................................................................................ 39
Bullying/Menacing ......................................................................................................................... 39
Health Insurance Portability and accountability Act (HIPAA) ....................................................... 40
Identification Badges ..................................................................................................................... 40
Jury Duty ........................................................................................................................................ 41
Keys/Fobs ...................................................................................................................................... 41
Leaves ............................................................................................................................................ 42
   Sick Leave ...................................................................................................................................42
   Federal Family and Medical Leave Act (FMLA)/Oregon Family Leave Act (OFLA) .....................42
       Eligibility .................................................................................................................................42
       Purpose of Leave ....................................................................................................................43
       Definitions ..............................................................................................................................43
       Length of Leave ......................................................................................................................46
       Intermittent Leave..................................................................................................................48
       OFLA Sick Child Leave .............................................................................................................49
       Calculating the 12-Month Period ...........................................................................................50
       Paid/Unpaid Leave .................................................................................................................50
       Continuation of Health Insurance Benefits ............................................................................50
       Return to Work .......................................................................................................................53
       Application .............................................................................................................................53
       Medical Certification ..............................................................................................................54
       Notification .............................................................................................................................55
       Record Keeping/Posted Notice ..............................................................................................55
       Federal vs. State Law ..............................................................................................................55
   Military Leave .............................................................................................................................55
   Personal/Emergency...................................................................................................................56
   Bereavement Leave ....................................................................................................................56
   Vacation ......................................................................................................................................56
   Holidays ......................................................................................................................................56
   Unpaid Leave of Absence ...........................................................................................................57
License Requirements ................................................................................................................... 58
Lunch ............................................................................................................................................. 59
Materials Distribution ................................................................................................................... 59
Media Access to Students ............................................................................................................. 60
Meetings ........................................................................................................................................ 60
Mother Friendly Workplace .......................................................................................................... 61
Non-Discrimination and ADA ........................................................................................................ 61
Participation in Political Activities ................................................................................................. 62
Payroll ............................................................................................................................................ 62
   10 Month-12 Month Check Option ............................................................................................ 63
   Advance Salary Payments (Draw) .............................................................................................. 64
   Assignment of Wages – Garnishment ........................................................................................ 65
   Direct Deposit............................................................................................................................. 65
   Overtime .................................................................................................................................... 65
   Payday ........................................................................................................................................ 66
   Payroll Deductions – Mandatory................................................................................................ 66
   Payroll Deductions – Voluntary .................................................................................................. 67
   Timekeeping ............................................................................................................................... 69
Petty Cash ...................................................................................................................................... 70
Personnel Records ......................................................................................................................... 71
Photocopy Machines ..................................................................................................................... 73
Practicum/Student Teaching Assignments.................................................................................... 73
Probationary Periods ..................................................................................................................... 74
Purchase Orders ............................................................................................................................ 75
Release of General Staff Information ............................................................................................ 75
Research/Copyrights and Patents ................................................................................................. 76
Resignation of Staff ....................................................................................................................... 77
Restraint and Seclusion ................................................................................................................. 78
Resuscitation ................................................................................................................................. 78
Retirement..................................................................................................................................... 79
Safety Committee .......................................................................................................................... 79
Sexual Harassment ........................................................................................................................ 79
Staff Communications ................................................................................................................... 82
Staff Conduct and Responsibility ................................................................................................... 83
Staff Development......................................................................................................................... 88
Staff Dress and Grooming ............................................................................................................. 89
Staff Ethics ..................................................................................................................................... 90
Staff Health and Safety .................................................................................................................. 91
Staff Involvement in Community Activities ................................................................................... 93
Staff/Parent Relations ................................................................................................................... 94
Supervision of Students ................................................................................................................. 94
Teaching About Religion ................................................................................................................ 95
Telephones .................................................................................................................................... 95
Termination of Employment ......................................................................................................... 96
Tobacco-Free Environment ........................................................................................................... 96
Use of District Owned Vehicles ..................................................................................................... 97
Use of Personal Vehicles ............................................................................................................... 97
Vacancies and Transfers ................................................................................................................ 98
Visitors ........................................................................................................................................... 98
Volunteers ..................................................................................................................................... 98
Weapons........................................................................................................................................ 99
Website ......................................................................................................................................... 99
                                   PREFACE

The material covered within this staff handbook is intended as a method of
communicating to employees regarding general district information, rules, and
regulation and is not intended to either enlarge or diminish any Board policy,
administrative regulation, or collective bargaining agreement. Material contained
herein may therefore be superseded by such Board policy, administrative
regulation, collective bargaining agreement, or changes in state or federal law.

Any information contained in this staff handbook is subject to unilateral revision
or elimination from time to time without notice.

No information in this document shall be viewed as an offer, expressed or
implied or as a guarantee of any employment of any duration.

The District policies set by the ESD Board of Directors and Oregon Revised
Statutes establish employee responsibilities. Complete policies and regulations
related to administration, business services, personnel, students, instruction, and
community relations are found in ESD Board Policy and Administrative
Regulations.

Additional information regarding salary, benefits, and working may be found in
the specific negotiated agreements. Copies of the District’s Board Policies and
related Administrative Regulations are available on the NWRESD Web site at
www.nwresd.k12.or.us, and in the Superintendent’s office.
Equal employment opportunity and treatment shall be practiced by the district
regardless of race, color, national origin, religion, sex, age, sexual orientation,
marital status and disability if the employee, with or without reasonable
accommodation, is able to perform the essential functions of the position.

The following individuals have been designated to coordinate compliance with
specific legal requirements, including Title VI, Title VII, Title IX and other civil
rights or discrimination issues, the American with

Disabilities Act, Health Insurance Portability and Accountability Act (HIPAA) and
Section 504 of the Rehabilitation Act of 1973.




       Assistant Superintendent of Human Resources: Jack Musser
INSERT LETTER FROM JAMES HERE
                               WHO WE SERVE
The Northwest Regional ESD is the largest ESD in Oregon. We are committed to
providing quality, cost-effective programs, and services to the 20 school districts in
Clatsop, Columbia, Tillamook, and Washington counties. The agency’s Regional Office
is located approximately 12 miles west of Portland in Hillsboro. Service centers are
located in St. Helens, Astoria, and Tillamook.

                              DEMOGRAPHICS
      Public schools in region: 178
      K-12 students being served: 115,977.3 ADMw (ODE Estimate for 2009-10)
      Approximate square miles: 3,500
      2009-10 Total Budget: $118,983,146 million—includes $37.2 million in
       State School Funding (SSF)
      Licensed, classified and administrative employees: Approximately 600
      Special Student Services represents the largest area of service provided by
       the Northwest Regional ESD. As of June 30, 2008, the district had served
       over 2,000 children—birth to age 5—in Early Intervention/Early Childhood
       Special Education Programs in Clatsop, Columbia, Tillamook and
       Washington counties.
      Services were provided to over 3,000 students with autism, orthopedic
       impairments, vision impairments, hearing impairments, and speech
       impairments through the ESD’s Related Services Department. In addition,
       253 students were enrolled in School Age Programs operated by NWRESD
       in 2007-08.

                       MAJOR AREAS OF SERVICE
      Special Student Services: Early Intervention (Birth to 3 years) Early
       Childhood Special Education (3 to 5 years); Behavioral Programs (K-12);
       Related Services (Birth to 21).
      Instructional Services: Curriculum and Staff Development; School
       Improvement Services; Math Specialist; Professional Development;
       Migrant/English Language Learner (ELL) Services; Northwest Outdoor
       Science School; GED Testing; and Title VII Indian Education Services.
       Professional/Technical Education: Tillamook County Health Services
       Academy, Tillamook Hospitality, Tourism and Recreation Program.
      Technology Services: Technology Services to Schools; Technology
       Network Services; Instructional Technology; Media and
       Videoconferencing; Application Development; and Testing & Assessment
       Scoring Services.
    Other Support Services: Truancy Enforcement Services; Home School
       Registration; Printing & Graphics Services; and Courier Services.

                   MAJOR PERIODS IN ESD HISTORY
1849‐1871: Origination and foundation established
1872‐1944: The County Unit as regulatory arm of the state
1945‐1962: Rural School Districts and equalization
1963‐1976: Became Intermediate Education Districts (IEDs)/Advent of Services
1994: Passage of SB 26, the ESD Reorganization Act
1997: Passage of Ballot Measure 47 & 50 converted ESD tax bases to "rates"
1977 Became Education Service Districts (ESDs)
1998: The era of funding regional services on an equity‐based formula
2005: Passage of HB 3184 implementing ESD funding and governance reforms
2007: Passage of SB 255 staggering board member terms of office
2011: Passage of SB 250 implementing ESD funding and service reforms


1945—The Legislature created the county "rural school district." In the early
1960s, rural school districts began to provide special education services for
disabled children. The Legislature studied the role of the county school
superintendent's office and its potential for the future. In 1963, it replaced the
"rural school district" title with "Intermediate Education District" (IED).


1977—The Legislature changed the name of the intermediate education district
to "education service district." This change reflected the growing recognition that
the county office had become a major service center for local districts. Also, the
passage of the Public Law 94‐142, the federal legislation guaranteeing to all
students with handicaps the right to a free and appropriate education, made the
ESD's role as a provider of special education services even more important and
necessary, as did the State's increased interest in early intervention and early
childhood education programs, the same of which was occurring on a national
basis.


1991—The Legislature authorized a task force to study regional services on a
statewide basis. The 1993 Legislature passed SB 26, the ESD Reorganization Act,
which required the merger of 29 ESDs down to 21, including the annexation of
six county units (Crook, Klamath, Lincoln, Morrow, Hood River, and Josephine)
into one of the remaining 21 ESDs, i.e., Linn‐Benton ESD annexed Lincoln County
School District and became a three‐county unit named Linn‐Benton‐Lincoln ESD;
and Clatsop, Columbia, Tillamook, and Washington ESDs began the merger
process to become the Northwest Regional ESD. (In 2003 Yamhill ESD voluntarily
merged with Willamette ESD to further reduce the number of ESDs in the state
to 20.)


1996—Clatsop, Columbia, Tillamook, and Washington ESDs officially
consolidated to become the Northwest Regional ESD. The consolidation resulted
in the formation of one of the largest and most diverse education service districts
in the state. Two of Oregon's largest school districts—Beaverton and Hillsboro—
reside in the urban parts of Washington County while many smaller, more rural
districts reside along the Columbia River, Coast Range Mountains and Pacific
Ocean. This diversity in culture,
size, landscape and geography creates an area where supplemental services
provided by NWRESD are in great demand by schools large and small.


2000—The Legislature completed an interim task force study of ESDs. As a
result of that study, the Legislature passed two major pieces of legislation: SB
259 and SB 260. Senate Bill 259 reestablished the primary mission of ESDs: "The
mission of Education Service Districts is to assist school districts and the
Department of Education in achieving Oregon's educational goals by providing
equitable, high quality, cost‐effective and locally responsive educational services
at a regional level."
SB 259 also establishes that ESDs exist to help:
   1. Ensure an equitable and excellent education for all children in the state
   2. Implement the Oregon Educational Act for the 21st Century
   3. Foster the attainment of high standards of performance by all students in
      Oregon's public schools
   4. Facilitate inter‐organizational coordination and cooperation among
      educational, social service, health care and employment training agencies.


Senate Bill 260 addressed two major issues regarding ESD funding:
   1. Through a progressive five‐year process, funding was equalized across
      Oregon ESDs in fiscal year 2005‐2006.
   2. ESD funding became connected to local district funding in that a small
      portion of the State School Fund allocation to a region is distributed to the
      ESD with the remainder distributed to local districts in accordance with the
      state funding formula. In fiscal year 2001‐2002, 4.888% of the region's
      State School Fund allocation was used to fund the ESD. That percentage
      increased gradually over the next four years, such that in the fiscal year
      2004‐ 2005, 5.097% of the regional State School Fund allocation was used
      to fund ESDs.


2005—The Legislature passed House Bill 3184 which implemented reforms to
ESD funding and governance. Beginning with the 2006‐07 school year, the K‐12
state budget formula changed: School districts now receive 95.25% of the
region's State School Fund allocation and ESDs will receive 4.75%. High Desert
ESD, Willamette ESD and Northwest Regional ESD were selected to pilot the
governance reform portion of the new law:
   1. The terms of the 2005‐06 Board members were set to expire on June 30,
      2006.
   2. For the purpose of modifying the governance of the ESD’s involved in the
      pilot project, their regions were divided up into zones of approximately
      equal population, and the zones could not cross district boundaries. From
      each of these zones, each school district board within the zone had one
          vote to cast to determine representation on the ESD board. That process
          will produce five ESD board members who took office July 1, 2006. They
          in turn appointed one board member from each of the following regional
          groups: higher education, social services, the business community, and
          one at‐large member.
   3. The appointees took office on August 8, 2006. The result was a new
          nine‐member ESD boards whose terms were to all expire on June 30,
          2010.


2007—The Legislature passed Senate Bill 755 which staggered terms of office
for Northwest Regional ESD board members, effective Jan. 1, 2008. In addition,
the bill allows for ESD appointed board members to take a stance on political
issues.


2011—The Legislature passed Senate Bill 250 which allows local districts in the
NWRESD region to withdraw from the ESD beginning with the 2012‐13 school
year. A district must notify the agency in November of the prior year of their
intent to withdraw and provide final notice and official action to withdraw by
March 1. SB 250 also reduces ESD funding from 4.75% to 4.5% of the state
school fund beginning July 1, 2011 for an
impact of approximately $2.45 million to NWRESSD for the 2011‐13 biennia.

                             GUIDING PRINCIPLES
Our Customers
         Will be treated with respect, dignity, and professionalism.
         Will have fair and equal access to NWRESD programs and services.
         Will have ample opportunity for input regarding programs and services
          provided by the NWRESD, as well as evaluative responses regarding their
          quality.
          Our Services
         Will be aligned to the needs and priorities of our component districts and
          the Oregon Department of Education.
         Will represent quality, innovative and cost- effective options
       Will maximize fiscal and human resources consistent with the district's
        mission and guiding principles.
Our Staff
       Represent efforts to hire the most talented people, who are excited about
        working at NWRESD.
       Actively participate in continuous self and program improvement
        opportunities.
       Work in settings that communicate staff value and expectations of high
        performance.

              LOCAL SERVICE PLANLOCAL SERVICE PLAN
Local Service Plan

Services provided by NWRESD shall be provided according to the local service
plan developed by NWRESD and component school districts. The Local Service
Plan must be passed by two-thirds of the districts representing more than fifty
percent of the student population. The Plan must contain, and every ESD must
provide, the following services:

       Programs for children with special needs, including but not limited to
        special education services, services for at-risk students and professional
        development for employees who provide those services.

       Technology support for component school districts and the individual
        technology plans of those districts, including but not limited to technology
        infrastructure services, data services, instructional technology services,
        distance learning, and professional development for employees who
        provide those services.

       School improvement services for component school districts, including but
        not limited to services designed to support component school districts in
        meeting the requirements of state and federal law, services designed to
        allow the education service district to participate in and facilitate a review
        of the state and federal standards related to the provision of a quality
        education by component school districts, services designed to support and
        facilitate continuous school improvement planning, services designed to
        address school wide behavior and climate issues and professional
    technical education and professional development for employees who
    provide those services.

   Administrative and support services for component school districts,
    including but not limited to services designed to consolidate component
    school district business functions, liaison services between the Department
    of Education and component school districts and registration of children
    being taught by private teachers, parents or legal guardians pursuant to
    ORS 339.035.

   Other services that an education service district is required to provide by
    state or federal law, including but not limited to services required under
    ORS 339.005 to 339.090.
                                  ASSOCIATIONS
Classified CBA | Licensed CBA

The Northwest Education Association represents the bargaining unit for licensed
staff. The Association President is Dave Whitman, who may be contacted at 503-
842-8423, or via email, dwhitman@nwresd.k12.or.us.

The Oregon School Employees Association represents the bargaining unit for all
classified staff. The Association President will be determined on August 29, 2011.
Once determined the handbook will be updated to include name and contact
information. is Jonathan Thurman, who may be contacted at 503-614-143

                                BOARD MEMBERS
Board Policy: Section A/B – Board Governance and Operations
Board Members

The Legislature of the State of Oregon delegates responsibility for the conduct
and governance of school districts and ESDs to local Boards. NWRESD is
governed by a nine-member board consisting of five elected directors and four
appointed directors; each representing a specific geographic zone in the region.
Together, these volunteer community members work closely with the ESD’s
superintendent to determine district policies and ensure the highest quality
programs and services are being delivered to schools in the region.

Gail Young | Zone 1: Gaston, Sherwood, and Tigard-Tualatin school districts

Kathleen Samsel | Zone 2: Astoria, Banks, Forest Grove, Jewell, Knappa,
Neah-Kah-Nie, Nestucca Valley, Seaside, Tillamook, and Warrenton-Hammond
school districts

Larry Spier | Zone 3: Hillsboro School District

Earl Fisher | Zone 4: Beaverton (Beaverton and Sunset high school attendance
areas), Clatskanie, Rainier, Scappoose, St. Helens and Vernonia school districts)

Chair Michael Ingalls | Zone 5: Beaverton School District (Aloha, Southridge
and Westview high school attendance areas)
Marilyn McGlasson | At Large position

Chair Ann Samuelson | Business position

Jon Carnahan | Higher Education position

Renée Bruce | Social Service position

                BOARD MEETINGS/COMMUNICATIONS
Board Policy: Section A/B – Board Governance and Operations
Board Calendar

Regular Board meetings are generally held on the third Wednesdaysecond
Tuesday of each month. Meetings begin at 6:00 p.m. unless noted.7pm All
regular and special meetings of the Board are open to the public unless
otherwise provided by law. For a complete list of dates, times, and meeting
locations, please see the Board calendar on the district website.

All staff members are invited to attend Board meetings. All formal
communications or reports to the Board are to be submitted through building
supervisors and administrators to the superintendent in accordance with
established lines of authority, as approved by the Board. This does not restrict
protected labor relations communication of bargaining unit members.

All official Board communications, policies, and information of staff interest can
be found on the NWRESD website: www.nwresd.k12.or.us.

                   BUILDING HOURS AND LOCATIONS

Columbia Service Center               Hours: 8 a.m. -- 4:30 p.m.
800 Port AVE
St. Helens, OR 97051
(503) 366-4100

Clatsop Service Center                Hours: 8:00 7:30 a.m. -- 4:30 p.m.
3194 Marine DR
Astoria, OR 97103
(503) 325-2862

Regional Office                   Hours: 7:30 a.m. -- 4:30 p.m.
5825 NE Ray Circle
Hillsboro, OR 97124

Tillamook Service Center          Hours: 8:00 a.m. -- 4:30 p.m.
       rd
2513 3 Street
2410 5th ST
Tillamook, OR 97141
(503) 842-8423

Any employee who needs access to a building before or after normal building
hours must use his/her her electronic access fob to gain entry, or if not assigned
a fob, make special arrangements with his or her program director.
                                  ABSENCES
Form 44

Regular attendance is critical to the smooth operation of programs and service to
children in our region.

When a staff member must miss work for any reason, the following procedure is
required (whether or not a substitute is required):
          1. REPORT THE ABSENCE
              The employee must report his/her absence using the SmartFinder
              SmartFindExpress Absence Reporting System*. All employees for
              whom a substitute is required must call the SmartFindExpress
              system no later than 6:45 a.m. the day of the absence.
                 a. To report an absence by phone please call 503-614-1691
                     and follow the voice commands.
                 b. To report an absence online: go to www.nwresd.k12.or.us
                     → under ―NWRESD Quick Links‖ choose SmartFinder
                     SmartFindExpress system Absence System.
          2. CONTACT SUPERVISOR and PROGRAM SITE
              The employee must contact his/her supervisor and program site
              prior to the start of the regular work day.
          3. TIMESHEET – FORM 44
              The absence must be reported on the employee’s timesheet.

If a substitute is required, staff members may request a particular substitute.
―Preferred‖ substitutes may be set in advance in the SmartFinder
SmartFindExpress systemAbsence System, please see the instructions at the link
below.

Under no circumstances may staff members arrange coverage through personal
arrangements with substitutes outside of the SmartFinder SmartFindExpress
system.
Absences can be reported any time prior to OR until midnight on the day of the
actual absence. If not reported by the end of the missed day, then the
supervisor must be notified to input the absence information


Detailed presentations/instructions are available at this link:
http://www.nwresd.k12.or.us/administration/other/pdfs/SmartFinder-Sub-
Training.pdf


* The employee must have his/her User ID (employee number) and password to
use the absence reporting system. To obtain this information, please contact the
administrative assistant at the sub desk (503) 614-1273.

                     ACCIDENT/INCIDENT REPORTS
Board policy: EBBB


All accidents/incidents occurring on district property or during the course of
school-sponsored activities, including field trips and other away events, must be
reported to the program coordinator immediately.

Reports will cover property damage as well as personal injury. To report an
Employee accident, please go to
https://www.publicschoolworks.com/ARPages/accidentsPage1.php?di=253 to fill
out the accident report. Click on ―Submit Accident Report‖ and follow the
instructions.

A completed incident/injury report form must be submitted to Kara
Ostgard, NWRESD safety officer, within 24 hours or the next scheduled
district work day, as appropriate. Failure to do so could result in
disciplinary action.

In the event of a work related accident or injury resulting in a hospital admission
for medical treatment other than first aid is provided, the Safety Officer will
inform the Oregon Occupational Safety and Health Division (OR-OSHA) within 24
hours as required by law.

All accidents/incidents will be promptly investigated and corrective measures
implemented as appropriate.
The district has made these devices available for use during medical emergencies
by properly trained district staff. Training and maintenance requirements are set
forth in Policy EBBCC – Automated External Defibrillators.

        ADMINISTERING NONINJECTABLE MEDICINES TO
                                      STUDENTS
Board policy: JHC | JHCD
Related Administrative Rule: JHC-AR | JHCD-AR

Students may be permitted to take prescription or nonprescription medication at
school or at school-sponsored activities on a temporary or regular basis, when
necessary.

Training will be provided to designated school staff authorized to administer
medication to students within individual school buildings and while participating
at school-sponsored activities on or off district property.

Training will provide an overview of applicable provisions of Oregon law,
administrative rules, district policy, and administrative regulations and include,
but not be limited to, safe storage, handling, monitoring medication supplies,
disposing of medications, record keeping and reporting of medication
administration and errors in administration, emergency medical response for life-
threatening side effects and allergic reactions and student confidentiality.
Materials as recommended and/or approved by the Oregon Department of
Education will be used.
Students in grades K-12 are permitted to self-medicate prescription and
nonprescription and nonprescription medication in accordance with the following
procedures:

   1. A parent (guardian) permission form and written instructions have been
       submitted for all prescription and nonprescription medication. In the case
       of prescription medications, permission from the physician or other
       licensed health care provider is also required. Such permission may be
       indicated on the prescription label. Building principal permission is also
       required for all self-medication requests;
   2. Students who are developmentally and/or behaviorally unable to self-
       medicate will be provided assistance by designated school staff. A
       permission form and written instructions will be required as provided
       above;

   3. All prescription and nonprescription medication must be kept in its
       appropriately labeled, original container, as follows:

           o   Prescription labels must specify the name of the student, name of
               the medication, dosage, route and frequency or time of
               administration and any other special instruction;

           o   Nonprescription medication must have the student’s name affixed
               to the original container.

   4. The student may have in his/her possession only the amount of
       medication needed for that school day except for manufactory’s packaging
       that contains multiple dosage, the student may carry one package;

   5. Sharing and/or borrowing of medication with another student is strictly
       prohibited.

Permission to self-medicate may be revoked by the program administrator if
there are any abuses of these procedures.

All other students will be administered medication only by designated school staff
after receipt of required parent permission forms and written instructions.




                       ANIMALS IN THE CLASSROOM
Board policy: ING
Related Administrative Rule: ING-AR

Service animals, such as guide dogs or signal dogs are permitted in schools and
ESD locations.

Other animals, such as reptiles or small rodents (hamsters, mice, guinea pigs)
are often popular with classrooms as they are a learning tool for students as well
a facilitator of teaching pet care responsibilities to children. Pets may be kept in
classrooms as long as the animals are housed in a safe container and are
restricted from roaming freely within the classroom. Animals should be for and
maintained in a temperate climate acceptable to their respective species’ needs.

Please see Board policy ING-AR for specific guidelines regarding animals in the
classroom.

                                ANNUAL INSERVICE
All Staff Inservice Information

All district employees are required to attend the All Staff Inservice, typically held
in August.

                      ATTENDANCE AND PUNCTUALITY

Attendance and punctuality are important factors of employment. Every NWRESD
employee is expected to maintain regular, consistent attendance at work. The
normal work day will be established by the supervisor at each site.

                                    BENEFITS
Classified CBA | Licensed CBA
Employee Benefit Information

Procedures for establishing employee compensation and benefits are provided by
Board Policy and Administrative Regulations. Specific salary and benefits are
established through collective bargaining agreements with the licensed and
classified employee groups. The Board sets salaries and benefits for
administrators and confidential employees.

Benefit Eligibility

All regular employees who work at least 20 hours per week (.50 FTE) are eligible
for benefits. Benefits are not extended to temporary employees.

Employees eligible for benefits who begin employment on or before the 15th of
the month will be eligible for benefits on the 1st day on the following month.
Employees eligible for benefits who begin employment on or after the 16th of
the month, will be eligible for benefits on the 1st day of the month following full
month of employment.

For example:

       A hire date of September 6th will have a benefits effective date of October
        1st
       A hire date of September 19th will have a benefits effective date of
        November 1st

Available Coverage

Medical, dental, vision, group life, and short and long term disability and long-
term care insurance are available for each eligible employee. Family members
may also be enrolled subject to carrier restrictions.

Open Enrollment

Open enrollment for all benefits through the Oregon Educators Benefit Board
(OEBB) is August 15 – September 15 of each year. During open enrollment,
benefit eligible employees have the opportunity to review and make changes to
his/her current benefits.

Once open enrollment closes, no plan changes can be made until the next open
enrollment period unless you experience a Qualified Status Change (QSC).
Contact Human Resources for more information on what qualifies as a QSC.

Life & Accidental Death and Dismemberment Insurance and Long Term
Disability (LTD)

Life & Accidental Death and Dismemberment Insurance and Long Term Disability
(LTD) are provided to employees in accordance Collective Bargaining
Agreements. Please see applicable CBA for more information.

                                     BREAKS
Classified CBA | BOLI
Scheduled breaks are provided to all nonexempt employees to ensure safety,
efficiency and to meet the requirements of law. All classified staff members who
work four or more consecutive hours are entitled to one 15-minute break. Those
working eight-hour days are entitled to two 15-minute breaks.

Nonexempt employees are expected to adhere to the break schedule established
by their immediate supervisor. Deviation from the regularly scheduled break
period requires prior supervisor approval.

                   CARE/USE OF DISTRICT PROPERTY
Board policy: KGF/EDC
Related Administrative Rule: EDB-AR|EDC/KGF-AR

All staff members are encouraged to exercise continuous and vigilant care of all
district-owned property. Such items as computer and video equipment are
priority items for theft and damage.

Incidents of theft of willful destruction of district property through vandalism or
malicious mischief should be reported immediately to your supervisor.

Certain district-owned equipment including computers may be checked out by
staff. Such equipment may not be used for personal financial gain or avoidance
of personal financial loss. In the event of loss or damage, a fee will be assessed
by the district according to the repair or replacement costs.

                 CHANGE OF PERSONAL INFORMATION

See Employee Web Portal

                          CHILD ABUSE REPORTING
Board policy: JHFE |JHFF
Related Administrative Rule: JHFE-AR | JHFF-AR



All staff will be required to participate in annual training in the prevention and
identification of child abuse and the obligations of reporting.
Any staff member who has reasonable cause or reasonable suspicion to believe
that any child under 18 years of age with whom s/he has come in contact has
suffered abuse or neglect, or that any adult with whom s/he is in contact has
abused a child, shall immediately orally report to the Oregon Department of
Human Services, Community Human Services, or local law enforcement agency.
The employee’s immediate supervisor is also to be immediately informed.

Oregon law recognizes these types of abuse:

   1. Physical
   2. Neglect
   3. Mental injury
   4. Threat of harm
   5. Sexual abuse or sexual exploitation

Failure to report a suspected child abuse or to comply with the confidentiality of
records requirements is a violation punishable by law and by district disciplinary
action up to and including dismissal.

A staff member who, based on reasonable grounds, participates in the good faith
making of a child abuse report shall have immunity from any liability, civil or
criminal, that might otherwise be incurred or imposed as provided by law.

DHS – Department of Human Services telephone numbers:

      Clatsop……………..800-643-4606
      Columbia …………. 800-428-1546 or 503-397-3292
      Tillamook…………. 877-317-9911
      Washington……….. 800-275-8952
      Clackamas…………800-628-7876
      Multnomah………...503-731-3100

Reporting Requirements Regarding Sexual Conduct with Students

Sexual conduct by district/school employees as defined by Oregon law will not be
tolerated. All district employees are subject to this policy.
―Sexual conduct‖ as defined by Oregon law is any verbal or physical [or other]
conduct by a school employee that is sexual in nature; directed toward a
kindergarten through grade 12 student; unreasonably interferes with a student’s
educational performance; and creates an intimidating, hostile or offensive
educational environment. The definition for sexual conduct does not include
behavior that would be considered child abuse as outlined by Oregon law and
district Board policy JHFE and JHFE-AR -Reporting of Suspected Child Abuse.

Any employee who has reasonable cause to believe that another district/school
employee or volunteer has engaged in sexual conduct with a student must
immediately notify his/her immediate supervisor.

When the district receives a report of suspected sexual conduct by a district
employee, the district may decide to place the employee on paid administrative
leave or in a position that does not involve direct, unsupervised contact with
students while conducting an investigation. An investigation is a detailed inquiry
into the factual allegations of a report of suspected sexual conduct that is based
on interviews with the complainant, witnesses and the district employee who is
the subject of the report. The investigation must meet any negotiated standards
of an employment contract or agreement.

If, following the investigation, the report is substantiated, the district will inform
the employee that the report has been substantiated and provide information
regarding the appeal process. The employee may appeal the district’s decision
through the appeal process provided by the district’s collective bargaining
agreement.

If the employee decides not to appeal the determination or if the determination
is sustained after an appeal, a record of the substantiated report will be placed in
the employee’s personnel file. The employee will be notified that this information
may be disclosed to a potential employer.

The district will post in each school building the name and contact information of
the person designated to receive sexual conduct reports, as well as the
procedures the superintendent or designee will follow upon receipt of a report.
When the superintendent or designee takes action on the report, the person who
initiated the report must be notified.

The initiation of a report in good faith about suspected sexual conduct may not
adversely affect any terms or conditions of employment or the work environment
of the complainant. If a student initiates a report of suspected sexual conduct by
a district employee in good faith, the student will not be disciplined by the Board
or any district employee. The district will provide annual training to district
employees, parents and students regarding the prevention and identification of
sexual conduct. The district will provide to employees at the time of hire a
description of conduct that may constitute sexual conduct and a description of
records subject to disclosure if a sexual conduct report is substantiated.

Educational providers shall follow hiring and reporting procedures as outlined in
ORS 339.370 for all district employees.

           CHILDREN – BRINGING CHILDREN TO WORK

The district participates in National Take Our Daughters and Sons to Work Day
on the fourth Thursday of each April.

Staff members working in schools must follow procedures outlined by that school
district for observing Take Our Daughters and Sons to Work Day. Some districts
may have established a limited time that children can stay. In general, ESD staff
should plan to have their school-aged children with them for half a day, or until
the noon lunch hour. Children need to remain with their parent or guardian
during their visit.

Any staff working at program sites outside the four service centers must have
their program administrator or supervisor’s approval prior to bringing a child to
work.

Other than this national observance, it is not appropriate for employees to bring
their children to work at any of the ESD worksite or at worksites in the
component school districts.
                          CLASSROOM SECURITY

When leaving the classroom, locker room or other work areas between classes or
at the end of the day, teachers are responsible to turn out the lights and secure
all doors. Windows should also be verified manually/visually to be secured at
day’s end. Rooms shall not be left unsecured for custodial cleaning.

All staff is asked to refrain from keeping personal items of value in or about their
desks. Purses should never be left unsecured. Students should be instructed to
leave valuables at home. The district will not be responsible for the loss of or
damage to, personal property due to such causes as fire, theft, accident, or
vandalism

    COMMUNICABLE DISEASE/BLOODBORNE PATHOGENS
Board policy: EBBAA/GBEBC/ JHCCC | JHCCBA/EBBAB/GBEBAA | JHCCC/EBBAA/GBEBC | JHCC
Related Administrative Rule: EBBAA/GBEBC/JHCCC-AR(1) | EBBAA/GBEBC/JHCCC-AR(2) |
JHCCC/EBBAA/GBEBC-AR(1) | JHCCA/JHCCB-AR

The district provides for the reasonable protection against the risk of exposure to
communicable disease to all staff while engaged in the performance of their
duties. Protection is provided through immunization and exclusion in accordance
with Oregon Revised Statues and Oregon Administrative Rules. Infection control
procedures, including provisions for handling and disposing of potentially
infectious materials, have also been established through Board policy and
administrative regulations for staff and student protection.

All staff shall comply with measures adopted by the district and with all rules set
by the Oregon Department of Human Services, Health Services, and the county
health department.

Staff members have a responsibility to report to the district when infected with a
communicable disease unless otherwise stated by law.

HBV*/Bloodborne Pathogen Training and Immunization

Staff members designated as primary first-aid providers, or who may otherwise
incur occupational exposure to blood or other potentially infectious materials in
conjunction with their assigned duties as determined by the district, will receive
appropriate information and training as follows:

   1. At the time of initial assignment to tasks where occupational exposure
       may take place
   2. At least annually thereafter and within one year of their previous training
   3. When changes such as modification of tasks or procedures or new tasks
       or procedures affect the staff member’s occupational exposure

Additionally, HBV vaccination and vaccination series will be made available after
training and within 10 days of initial assignment to all staff who have been
identified by the district as having occupational exposure. Report any
occupational exposure to bloodborne pathogens to the safety officer. Following a
report of an exposure incident, the district will immediately make available to the
exposed staff member a confidential post exposure evaluation and follow-up.

Employees who use medical sharps in the performance of their duties (e.g.
administering injectable medicines to students, such as epinephrine and
glucagon) will annually be provided an opportunity to identify, evaluate and
select engineering and work practice controls (e.g. sharps disposal containers,
self-sheathing needles, safer medical devices, such as sharps injury protections
and needleless systems). The district will implement such work practice controls,
as appropriate.

Infection Control Procedures
Appropriate hygienic and sanitation practices have been established by the
district as follows:

   1. Standard precautions are to be followed at all times. Standard precautions
       require the assumption that staff and students approach infection control
       as if all direct contact with human blood and body fluids is known to be
       infectious for HIV*, HBV and/or bloodborne pathogens.

   2. Whenever possible, students would be directed to care for their own
       minor bleeding injury. This includes encouraging students to apply their
       own band-aids. If assistance is required, band-aids may be applied after
   removal of gloves if care giver will not come into contact with blood or
   wound drainage.

3. Food and Drug Administration (FDA) approved gloves are required for all
   tasks in which an individual may come into contact with blood or other
   potentially infectious materials. Such tasks include cleaning body fluid
   spills, emptying trash cans, handling sharps/containers, handling
   contaminated broken glass, cleaning contaminated equipment and
   handling contaminated laundry/clothing. This also includes assisting with
   any minor wound care, treating bloody noses, handling clothes soiled by
   incontinence, diaper changing and cleaning up vomit.

4. Immediate, complete, and effective hand washing with soap and running
   water of at least 30 seconds duration should follow any first aid or health
   care given a student or contact with potentially infectious materials.

5. If exposure to blood or other potentially infectious materials occurs
   through coughing, any first-aid procedure or through an open sore or
   break in the skin, thorough washing, preferably with germicidal soap, is
   necessary.

6. In the event hand-washing facilities are not readily available, thorough
   cleaning using an antiseptic cleanser and clean cloth/paper towels or
   antiseptic towelettes provided by the district as an alternative is
   necessary. In the event alternatives are used, hands must be washed with
   soap and water as soon as feasible.

7. Contaminated work surfaces shall be decontaminated with an appropriate
   disinfectant after completion of procedures; immediately or as soon as
   feasible when surfaces are overtly contaminated or after any spill of blood
   or other potentially infectious materials; and at the end of the work shift if
   the surface may have become contaminated since the last cleaning. Clean
   surfaces with soap and water and then rinse with an Environmental
   Protection Agency (EPA) approved disinfectant** following labeling
   instructions for use, or a freshly-made solution of one part bleach to nine
   parts water, and allow to air dry. These surfaces include equipment,
   counters, mats (including those used in physical education classes and
   athletic events), toys or changing tables.
    8. An EPA-approved disinfectant must be used when cleaning fluids such as
         blood or vomit from the floor or other such contaminated surfaces.

    9. Contaminated laundry such as clothing and towels must be places and
         transported in bags and containers in accordance with the district’s
         standard precautions. All such items must be laundered in hot or cold
         water and soap and placed in a dryer.

    10. Needles, syringes, broken glassware, and other sharp objects found on
         district property must not be picked up by students at any time, nor by
         staff without appropriate puncture-proof gloves or mechanical device such
         as a broom, brush and dust pan.

    11. All wastebaskets used to dispose of potentially infectious materials must
         be lined with a plastic bag liner that is changed daily.

    12. Gloves and repellent gowns, aprons or jackets are required for tasks in
         which exposure to blood or other potentially infectious materials can be
         reasonably anticipated to contaminate street clothing. Type and
         characteristics of such protective clothing will depend on the task. Such
         tasks may include diapering/toileting with gross contamination, assisting
         with wound care, sorting or bagging contaminated laundry/clothing and
         disposing of regulated waste with gross contamination.

    13. Maximum protection with gloves, face and/or eye protection and gowns
         are required whenever splashes, spray, spatter or droplets of blood or
         other potentially infectious materials may be generated and eye, nose or
         mouth contamination can be reasonably anticipated. Such tasks may
         include feeding a student with a history of spitting or forceful vomiting
         and assisting with severe injury and wounds with spurting blood.

    14. If a first-aid situation occurs, students should report to a person in
         authority, staff should report to a supervisor.

* HIV – Human Immunodeficiency Virus
* HBV – Hepatitis B Virus
** Disinfectants which can be used include Lysol, Purex, Clorox, Tough Act bathroom cleaner, Dow
bathroom cleaner, Real Pine liquid cleaner, Pine Sol, Spic and Span, Tackle liquid, Comet and other products
with EPA numbers. Other disinfectants as recommended by the Center for Disease control may be used.
                    COMPLAINTS – STUDENT/PARENT
Board Policy: JFH | KLD

The district recognizes that complaints regarding staff performance, discipline,
grades, student progress and homework assignments will be made by students
and parents from time to time. Every effort will be made to ensure that such
complaints are handled and resolved informally and as close to their origin as
possible. Students, parents and others with complaints will be encouraged to
discuss the complaint directly with the staff member. All such meetings should be
held in confidence and not in the presence of others.

If the complaint is not informally resolved, staff should advise the complainant
that he/she may submit the matter directly to the program coordinator. The
complainant will be provided with necessary formal complaint procedure
guidelines in accordance with Board policy and applicable provisions of
negotiated agreements.

When a complaint is made directly to the Board as a whole or to an individual
Board member, it will be referred to the superintendent for appropriate building
administrator follow-up.

All staff members should familiarize themselves with Board policy regarding the
handling of complaints.

                           COMPLAINTS – STAFF
Board Policy: GBM

Staff member complaints contending a violation, misinterpretation, or
inappropriate application of district personnel policies and/or administrative
regulations should be directed to the building principal or immediate supervisor
for informal discussion and resolution.

If the complaint is not resolved informally, formal complaint procedures may be
initiated by staff in accordance with Board policy and administrative regulations.

This complaint procedure may not be used to resolve disputes and
disagreements related to the provisions of any collective bargaining agreement.
                               COMPUTER USE

Board Policies: EDE | IIBGA
Related Administrative Rule:

The NWRESD electronic communication system which includes all networks,
computer equipment and automated processes, hereafter referred to as network
services, is intended to facilitate the daily business operations of the NWRESD,
as well as to foster the exchange of information in furtherance of education and
research by students and staff of the NWRESD, its component school districts,
other NWRESD clients and service contracts with the NWRESD.

Network services are not intended for private use, and a person has no right or
expectation of privacy when using network services. The NWRESD has the right
to inspect and monitor all use of network services. Persons are required to use
network services consistent with applicable laws, regulations, NWRESD policies,
and administrative rules.

Use of the NWRESD network services for a prohibited purpose or for a purpose
inconsistent with NWRESD policies or administrative rules is grounds for
termination of the privilege to use the services, and the user may also be subject
to discipline, up to and including dismissal. Employees who violate computer
network system policies and guidelines shall be subject to discipline up to and
including termination of employment. Violations of law will be reported to law
enforcement authorities and violations of applicable Teacher Standards and
Practices (TSPC) Standards for Competent and Ethical Performance of Oregon
Educators will be reported to TSPC.

Summary of Policies on Electronic Communications Systems

The following summary is to assist administration and staff with the
implementation of network services policies and administrative rules. While
technology has increased and improved dramatically over the past few years,
and has allowed us to perform our jobs in more effective and efficient ways, it
has also provided us with new challenges and potential pitfalls.
The summary below is to assist in communication of network service policies and
administrative rules. but aEmployeesll staff are required to read the entire policy,
and are expected to comply with it in all situations.

      The NWRESD will comply with all provisions of the Children’s Internet
       Protection Act.
      The NWRESD will provide access to information technology to all staff,
       including e-mail, calendar, and voicemail.
      E-mail, voicemail, and calendar are considered appropriate and official
       ways to communicate with staff. The expectation of all staff is to check e-
       mail, calendar, and voicemail on a regular and consistent basis. This is
       critical as some communication is time sensitive and important to the
       operation of the district.
      Material sent via e-mail, and messages left via voicemail, shall pertain to
       district business. No building wide or district wide e-mails will be sent
       without prior approval.
      All email will be archived automatically by the NWRESD.
      Internet usage will be logged by the NWRESD.
      Acceptable use guidelines apply to all staff, volunteers, consultants, and
       contractors. They apply to all equipment or devices attached to the
       district’s network, and any equipment utilized within the district.
      The network is owned and managed by the NWRESD, and therefore
       usage of the system is public record. All email and Internet usage and
       history are subject to inspection and possible disclosure under Oregon
       ORS’s and OAR’s. There should be no expectation of privacy.
      Employees are responsible for exercising good judgment regarding the
       ―reasonableness‖ of personal use. If there is any uncertainty or confusion,
       employees should consult their supervisor.
      Employees who do not comply with these policies are subject to discipline,
       up to and including dismissal. The NWRESD also has the responsibility in
       some instances to contact TSPC and / or the police concerning Internet or
       e-mail usage.
      Passwords are a critical part of network security. All employees are
       expected to use password protection. DO NOT SHARE PASSWORDS WITH
       ANYONE! (OAR 584-020-0041, 584-020-0040 and 584-020-0035.)

                                CONFIDENTIALITY
Board policy: IGBAB
Related Administrative Rule: IGBAB-AR


Confidentiality of student records and medical information is a legal and ethical
right. Employees are equally protected from unauthorized disclosure of, or access
to, their individual medical or financial information. Every employee and
volunteer in the district has the responsibility to protect student and employee
confidentiality. The district confidentiality policy prohibits any unauthorized or
indiscriminate access to, disclosure or transmission of student or employee
information, except when used in the normal course of business. Casual
conversation held between colleagues regarding student or employee issues as
well student/employee specific discussions must not be conducted in public.
Additionally, student and/or employee information on computer screens must not
be left unattended in public areas.

Violation of the confidentiality policy will result in disciplinary action, up to and
including dismissal. Violation of FERPA or HIPAA can lead to individual civil
penalties.

Student information is protected under The Family Educational Rights and
Privacy Act (FERPA) (20 U.S.C.1232g; 34 CFR 99). Employee health records are
protected under the Health Insurance Portability and Accountability Act (HIPAA).

                      CONTRACTS AND COMPENSATION
Board Policy: GCB | GCBA | GCBC/GDBC

Contracts will be issued for all licensed district employees.

Contract teachers are employed pursuant to two-year employment contracts.
―Contract teacher‖ means any teacher who has been regularly employed by a
school district for a probationary period of three successive school years and who
has been retained for the next succeeding school year. The Board may enter into
agreements that provide for a shorter probationary period of not less than one
year for teachers who have satisfied the three-year probationary period in
another Oregon school district.

Upon recommendation of the superintendent, the Board may extend a contract
teacher’s employment for a new two-year term by providing written notice to the
teacher no later than March 15 of the first year of the contract. Any new contract
that extends the teacher’s employment for a new term shall replace any prior
contracts.

If the teacher’s contract has not been extended for a new two-year term, the
Board, upon recommendation of the superintendent, may elect by written notice
to the teacher no later than March 15 of the second year of the teacher’s
contract not to extend the teacher’s contract based on any ground specified in
ORS 342.865.

Salaries, including compensation for extracurricular assignments over and above
the duties associated with a staff member’s regularly assigned duties, will be
determined in accordance with salary schedules and salary placement guidelines
established by the Board and/or policies adopted by the Board which are
consistent with salary schedules and salary placement provisions of negotiated
agreements.

It is the staff member’s responsibility to provide all information necessary for
placement on the salary schedule to the Human Resources Office in accordance
with timelines established by the district and negotiated agreements. Notice will
be given to staff in compliance with rules of the insurance carrier and the current
relevant collective bargaining agreement regarding domestic partner benefits.

                                  COPYRIGHT
Board policy: EGAAA


A variety of machines and equipment for reproducing materials to assist staff in
carrying out their educational assignments is available to staff in both the school
and home setting.
Infringement on copyrighted material, whether prose, poetry, graphic images,
music, audiotape, video or computer-programmed materials, is a serious offense
against federal law, a violation of Board policy and contrary to ethical standards
required of staff and students.

All reproduction of copyrighted materials shall be conducted strictly in
accordance with applicable provisions of law. Unless otherwise allowed as ―fair
use‖ under federal law, permission must be acquired from the copyright owner
prior to reproduction of material in any form. Permission forms are available in
the media center.

―Fair use‖ guidelines are available here.

                          CORPORAL PUNISHMENT

The use of corporal punishment in any form is strictly prohibited by the district.
Corporal punishment is defined as the willful infliction of, or willfully causing the
infliction of physical pain.

A staff member is authorized to employ physical force when, in his/her
professional judgment, the physical force is necessary to prevent a student from
harming himself/herself, others or doing harm to district property.

Corporal punishment does not include physical pain or discomfort resulting from
or caused by:

   1. Training for or participation in athletic competition voluntarily engaged in
       by a student;
   2. Recreational activity voluntarily engaged in by a student;
   3. Physical exertion shared by all students in a teacher directed class activity,
       which may include, but is not limited to, physical education exercises, field
       trips or vocational education projects;
   4. Physical restraint or the use of aversive techniques as a part of a behavior
       management program in a student’s individualized education program
       which has been signed by the parents and is carried out according to
       district procedures.
                                 COURIER SERVICE
Courier Schedule


The ESD provides courier services to component districts at no cost. Courier
service provides pick-up and delivery of instructional videos and DVDs, printing
orders, and inter-school and inter-district mail. ESD couriers visit each school and
school district office in the four-county region once a week. If you have
questions, please contact the Multimedia Department at 503-614-1420.Materials
pertaining to fee-charging workshops, classes, etc., sponsored by an Oregon
ESD, an Oregon college, or the Department of Education will be distributed.
Delivery of such material must be approved by the Superintendent or designee
and distributed in the appropriate container by a representative of the
sponsoring agency.

          CRIMINAL RECORDS CHECK/FINGERPRINTING
Board policy: GCDE/GDDA | IICC


All newly licensed or registered educators are required to submit to a nationwide
criminal records check and fingerprinting in accordance with rules established by
the Teacher Standards and Practices Commission (TSPC). This includes any
individual registering with TSPC for student teaching, practicum, or internship as
a teacher, administrator, or personnel specialist who has not submitted to a
criminal records check with the previous year.

Additionally, all staff not requiring licensure or registration as a teacher,
administrator, personnel specialist, or school nurse and newly hired into a
position having direct, unsupervised contact with students are required to submit
to a nationwide criminal records check and fingerprinting as required by Board
policy and law.

Fees as required by the Oregon Department of Education (ODE) for individuals
currently employed by the district and not requiring licensure shall be paid by the
individual. Fees for all other individuals subject to such checks and/or
fingerprinting, including non-licensed applicants for positions with the district,
shall be paid by the individual.
All newly licensed or registered educators and those applying for reinstatement
of a license or registration that has expired for more than three years are
required to submit to nationwide criminal records checks and fingerprinting in
accordance with rules and procedures as set forth by the TSPC.

The following procedures will be used for all newly hired non-licensed and non-
registered employees subject to criminal records checks and/or fingerprinting:

Processing/Reporting

   1. The individual shall, as part of the application process, complete a
       Fingerprint Based Criminal History Verification form as provided by the
       ODE.
   2. All non TSPC licensed staff will be required to report prior to his/her first
       day of employment to the District Office for completion of the required
       fingerprint forms.

Individuals shall be subject to fingerprinting only after acceptance of an offer of
employment or contract.

Termination of Employment

   1. Any individual required to submit to criminal records checks and/or
       fingerprinting in accordance with law and/or Board policy will be
       terminated from employment or contract status by the superintendent
       immediately upon the following:
          a. Refusal to consent to a criminal records check and/or
              fingerprinting; or
          b. Notification by the Superintendent of Public Instruction or his/her
              designee that the employee has made a false statement as to
              conviction of a crime or conviction of crimes prohibiting
              employment with the district as specified in law.

Appeals
A non-licensed individual may appeal a determination which prevents their
employment or eligibility to contract with the district to the Oregon
Superintendent of Public Instruction. Individuals eligible to appeal as a contested
case will be so notified in writing by the Oregon Department of Education.

                                  DIRECTORY
NWRESD Directory

NWRESD publishes a Staff and Regional Schools Directory annually. The
directory can be accessed electronically at the NWRESD website:
www.nwresd.k12.or.us.

                     DISCIPLINE AND DISCHARGE
Board Policy: GCPD

Discipline and dismissal of staff will follow due process, relevant provisions of
collective bargaining agreements and applicable law.

                         DRUG-FREE WORKPLACE
Board policy: GBEC


No staff member engaged in work in connection with a direct federal grant of
$100,000 or more shall unlawfully manufacture, distribute, dispense, possess or
use on or in the workplace any narcotic drug, hallucinogenic drug, amphetamine,
barbiturate, marijuana or any other controlled substance or alcohol, as defined in
schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C.
Section 812) and as further defined by regulation at 21 CFR 1308.11 through
1308.15.

―Workplace‖ is defined to mean the site for the performance of work done in
connection with a federal grant or contract. That includes any school building or
any school premises; any school-owned vehicle or any other school-approved
vehicle used to transport students to and from school or school activities; off
school property during any school-sponsored or school-approved activity, event
or function, such as a field trip or athletic event, where students are under the
jurisdiction of the school district where work on a federal grant is performed.
No district employee shall knowingly sell, market, or distribute steroid or
performance enhancing substances to kindergarten through 12 grade student
with whom the employee has had contact as part of the employee’s district
duties; or knowingly endorse or suggest the use of such substances. Each staff
member engaged in work related to a direct federal grant or contract of
$100,000 or more must notify his/her supervisor of his/her conviction of any
criminal drug statute based on conduct occurring in the workplace, as defined
above, no later than five days after such conviction. Each staff member engaged
in work related to direct federal grant or contracts of $100,000 or more must
abide by the terms of the district’s drug-free workplace policy.

The district, upon determining that a staff member has engaged in the
manufacture, distribution, dispensation, possession or use, on or in the
workplace, of a controlled substance or alcohol or upon having reasonable
suspicion of a staff member’s use of a controlled substance or alcohol in the
workplace, shall, pending any criminal drug statute conviction for a violation
occurring in the workplace, take action with regard to the employee determined
to be appropriate. Such action may include transfer, granting of leave with or
without pay, suspension with or without pay or dismissal. Within 30 days of a
staff member’s criminal drug statute conviction for a violation occurring in the
workplace, the district shall:

   1. Take action with regard to the employee determined to be appropriate,
       which may include discipline up to and including dismissal; and/or
   2. Require satisfactory participation by the employee in a drug abuse
       assistance or rehabilitation program approved for such purposes by a
       federal, state or local health, law enforcement or other appropriate
       agency.

                             EMERGENCY CLOSURE                                     Comment [tw1]:
                                                                                   Comment [tw2]: We don't talk about reporting
Board policy: EBCD                                                                 the absence int he SmartFind
Related Administrative Rule: EBCD-AR
Classified CBA | Licensed CBA
Emergency Closure Info
When schools are closed because of inclement weather or other unforeseen
problems (e.g., power outages) employee work schedules will be determined by
the ESD. Employees will be expected to report for work unless notified to the
contrary by the ESD. Employees may be notified via commercial radio stations.

For Non-Exempt Classified, Classified/Licensed and Confidential
employees who work LESS THAN 240 days:
(these are typically 190 day employees and are assigned to a school district,
NWRESD school-age program, or EI/ECSE program)

Classified employees who work less than 240 days shall not report to work nor
shall they suffer any loss of pay on the days when the employees of the school
district(s) to which the employee is assigned on that day are not required to
report to work due to inclement weather or emergency closures. The District
may arrange for an alternate work location to which the affected employee may
be required to report. The District shall have the right to require members to
make up the time lost without additional pay as long as the total days worked
does not exceed the employee’s maximum work year days.‖

TO COMPLETE YOUR TIME SHEET: For days that your district or program was
closed and you were notified NOT to report – Use the ―Leaves‖ column to enter
your regularly scheduled hours for those days. Under ―REASON‖ select ―EC‖. Use
the ―Comments‖ section of the time sheet to state ―XXX district closed due to
inclement weather‖. You will be paid your regular wages for these hours. As
indicated above, if districts/programs make up time then you will be required to
report on the make-up days without additional pay (since you have already been
paid for the hours).

** IF your district or program was OPEN but you were unable to report to work,
select ―Personal/Emergency‖ leave for those hours. If those leaves have been
exhausted, use ―Unpaid Leave‖.

For Non-Exempt Classified, Classified/Licensed and Confidential
employees who work 240 days or more:
Employees that work 240 days or more will be paid for a maximum of two (2)
days for Emergency Closure Pay during the school year. To be eligible for the
Emergency Closure Pay, an employee must work either the day before or the day
after the closure, if those are regularly scheduled workdays for the employee. A
day of vacation, sick leave or other paid authorized day off shall constitute a
scheduled workday for this purpose.

Timesheet Completion: For days that your program was closed and you were
notified not to report – Use the ―Leaves‖ column to enter your regularly
scheduled hours for those days. Under ―REASON‖ select ―EC‖ for up to 2 days.
After 2 days, please select from ―Personal/Emergency‖ or ―Vacation‖ leave for
those hours. If those leaves have been exhausted, use ―Unpaid Leave‖.

For Licensed and Exempt Employees:
Members shall not report to work nor shall members suffer any loss of pay on
days when the employees of the school district(s) to which the member is
assigned on that day are not required to report to work due to inclement
weather or emergencies. The District may arrange for an alternate work location
to which the affected employee may be required to report. The District shall
have the right to require members to make up the time lost without additional
pay as long as the total days worked does not exceed the member's maximum
work year days. In the event a school building or the school district to which a
member is assigned is closed after the start of the school day, the member shall
remain at the workplace until released by an authorized officer of either the local
district or the District.

Timesheet Completion (Form 44): for days that your program was closed and
you were notified not to report – in the ―HOURS‖ field, enter the hours you were
NOT at work. Under ―CODE‖ select ―O‖ for ―other‖. In the comment box, indicate
―XXX district closed due to inclement weather‖. You may have more than one
district, so please identify which days were missed for each district. As indicated
above, if districts/programs make up time then you will be required to report on
the make-up days without additional pay.
** IF your district or program was OPEN but you were unable to report to work,
select ―Personal/Emergency‖ leave for those hours. If those leaves have been
exhausted, use ―Unpaid Leave‖.

The full text of the classified agreement can be found at:
http://www.nwresd.k12.or.us/administration/staff/OSEA_05_08.pdf
See section 13.4, Pages 18 and 19

The full text of the licensed agreement can be found at:
http://www.nwresd.k12.or.us/administration/staff/NWEA_06_09.pdf
See Article 6, Section B #6

                    EMPLOYEE ASSISTANCE PROGRAM
EAP Information

Employee Assistance Program is available through Reliant Behavior Health. RBH
provides a confidential and comprehensive employee assistance program that
includes counseling, crisis response, supervisor resources, and work-life balance
services, all with a focus on wellness.

To utilize the EAP services please call Reliant Behavior Health at 1-866-750-1327
or visit their website at: https://www.myrbh.com/.

                                EMPLOYEE GROUPS
Classified CBA | Licensed CBA


District employees are assigned to an employee group as follows:

The Classified and Classified/Licensed employee groups include employees
include that fill a variety of positions. For a complete list, please see Appendix A
of the Classified Collective Bargaining agreement.administrative assistants,
payroll accounts, payroll clerk, accounts payable clerks, accounts receivable
clerks, educational assistants, shipping/receiving clerks, custodial staff, audio-
visual clerks, printing, registered nurses, occupational therapists, physical
therapists, audiologists, ASL certified assistants, educational interpreters,
certified occupational therapy assistants, licensed physical therapy assistant, SLP
assistants, and assistive technology specialists. Hereinafter these staff members
are referred to as classified staff.

The Licensed employee groupLicensed includes licensed teachers, school
psychologists, speech-language pathologists, mental health specialists, and
autism specialists. Hereinafter these staff members are referred to as licensed
staff.

The Administrative employee group employees includes employees that provide
overall administration, coordination, and supervision of District service and
program delivery.

The Confidential employee group includes employees that have access to District
and employee records and information in direct support of the collective
bargaining process not available to the general public.

                           EMPLOYEE WEB PORTAL
Link to Portal

The iVisions Web Portal gives employee’s access to view and update information
related to their employment with the NWRESD. To get started visit:
https://visions.nwtoolbox.org/nwresd/ and click on the ―Register‖ link.

For detailed instructions on both registering and using the Portal, click on the link
for ―User Manual‖ under the Northwest Regional ESD Banner.

Information accessible through the Web Portal includes:

Information Center

        Announcements on upcoming events
        Consolidated documents from HR
        Links to important medical, dental, vision and related websites

Compensation

        Printable Payroll Statements for a single pay period or the entire year.
         Up to Date W2 information
         Pay Check Calculator, allowing you to see how changes in your deductions
          will affect your final take home pay
          Attendance
         Up to Date information on leave plans such as Vacation, Sick & Personal
          Leave

Tax Withholding Forms

         Online State and Federal W4 Forms – updateable and electronically
          submitted to Payroll

Profile

         Update your Contact Information such as home address and telephone
          number online
         Maintain a list of emergency contacts and their current information
         View information on personal data such as Certificates, Endorsements,
          Education, and Dependents

For more information or assistance please contact Scott Cummins at (503) 614-
1273 or scummins@nwresd.k12.or.us.

                   EQUAL OPPORTUNITY EMPLOYMENT
Board policy:



Equal employment opportunity and treatment shall be practiced by the ESD
regardless of race, color, national origin, religion, sex, sexual orientation1, age,
marital status, and disability if the employee, with or without reasonable
accommodation, is able to perform the essential functions of the position. Equal
opportunity in hiring and advancement will be based on specific organizational
needs and individual qualifications for or performance of specific duties.
Continuous effort will be devoted to the improvement of human relationships and
to eliminate conditions from which discrimination in employment and treatment
of staff may result.
The Superintendent will appoint an employee to serve as the officer in charge of
compliance with the Americans with Disabilities Act of 1990 and the American
with Disabilities Act Amendments Act of 2008 (ADA), and Section 504 of the
Rehabilitation Act of 1973. The Superintendent will also designate an employee
as Title IX coordinator to comply with the requirements of Title IX of the
Education Amendments of 1972. The Title IX coordinator will investigate
complaints.

                             EVALUATION OF STAFF
Board policy: CCG | GA | GCN/GDN

The purpose of the district’s evaluation is to aid licensed employees in making
continuing professional growth and to determine their performance of the
teaching responsibilities. The district’s program also provides for the assessment
of classified employees and current performance of their job assignments.

The district’s program is designed to provide an opportunity for staff to set goals
and objectives and receive administrator responses to them; to have peer
assistance to aid teachers to better meet the needs of students, as appropriate;
to have formal and informal observations to assess the performance of duties
and job responsibilities; to receive verbal and written comments and suggestions
for improvement from supervisors; and to have opportunities to make
improvement(s) within specific timelines.

The evaluation program also provides a tool for administrators who are
responsible for making recommendations about promotion, demotion, contract
extension or non-extension, contract renewal or nonrenewal, dismissal and
discipline.

                EXPENSE REIMBURSEMENTS/MILEAGE
Board policy: DLC
Related Administrative Rule: DLC-AR(1)

NWRESD employees who incur expenses in carrying out their authorized duties
will be reimbursed upon submission of a properly completed and approved
reimbursement form and receipts to fiscal services.
Expenses for travel that is not part of regular duty will be reimbursed when the
travel has the advance authorization of the direct supervisor. Prior approval from
the superintendent or designee is required for all out-of-state travel.

                       FAIR LABOR STANDARDS ACT
Board policy: GBAA


Regular working hours for all classified staff will be set by their program
administrator. Nonexempt staff are not to work before, beyond or outside their
established working hours and are not to work overtime without prior
authorization from their immediate supervisor. All time sheets must be a true
reflection of all time worked, whether it is more or less than regularly scheduled
work hours.

Failure to comply may result in disciplinary action in accordance with applicable
provisions of Board policy, administrative regulations, and collective bargaining
agreements.

Administrators, directors, and/or supervisors shall give written notification to
nonexempt employees, as defined by the Fair Labor Standards Act, of the
Board’s following expectations:

    1. What constitutes nonexempt working hours;
    2. What constitutes normal working hours;
    3. That employees are not to work before, beyond or outside their normal
        working hours or are not to work overtime without prior authorization;
    4. That employee time sheets be a true reflection of all time worked,
        whether it is more or less than normally scheduled hours;
    5. That a written corrective statement be given to employees not complying
        with established procedures.

Overtime is defined as time worked over 40 hours in one week. A week is
defined as seven consecutive days covering Sunday through Saturday.

                     FIELD TRIPS AND SPECIAL EVENTS
Board policy:
Related Administrative Rule:

Field trips and other student activities involving travel may be authorized by the
program coordinator when such trips or activities contribute to the achievement
of desirable educational goals.

Requests should be submitted to the program coordinator well in advance of the
proposed activity. All such requests will be considered based on such factors as
availability of funds, the educational value derived, the safety and welfare of the
students involved, impact on the regular school program and availability of
appropriate supervision, either from within school staff or from volunteers.

Staff members should contact the office for appropriate substitute and vehicle
arrangements and related field trip procedures and forms.

Any out-of-state travel must be approved by the Board.

                       FLEXIBLE SPENDING ACCOUNT
Manley Services

Benefit eligible employees may enroll in the Flexible Spending Account during the
month they become eligible for benefits or during the open enrollment period
(August 15 – September 15). This program allows employees to pay for
qualifying medical expenses not covered by insurance and dependent childcare
with pre-tax dollars.

The plan operates on a benefit year basis, October 1 through September 30.
Employees estimate the amount of eligible health care and dependent care
expenses they will incur for the coming year. The amount is spread equally over
all pay periods and deposited to the employee’s flexible spending account (The
maximum deferral amounts are subject to IRS regulations and may change
accordingly). This amount can only be changed during the plan year if a
qualifying event occurs (birth, adoption, death, marriage, divorce, or termination
of spouse’s employment). Any money that remains in the flexible spending
account at the end of the plan year must be forfeited according to IRS
regulations.
                                      FUNDRAISING
Board Policy: IGDF

Fundraising activities to raise money for a wide variety of school activities and
equipment are held at various times throughout the course of the school year. All
fund-raising activities must be conducted under the direct supervision of staff or
other authorized individuals and approved by the building principal prior to the
activity being initiated.

Fundraising requests must include an explanation or justification for the proposal
consistent with building and/or district goals. Fund-raising must not interfere
with or disrupt school.

All money raised must be receipted and deposited to the school office.

                          GIFTS AND SOLICITATIONS
Board policy: GBI | KI | KJ | KI/KJ
Related Administrative Rule: GBC-AR

Staff members are to avoid accepting anything of value offered by another for
the purpose of influencing his/her professional judgment. Staff members are
prohibited from accepting items of material value from companies or
organizations doing business with the district. Material value is defined by law as
$50 or more from a single source in a single year.

                                      GRIEVANCES

Employee grievances are handled in accordance with Collective Bargaining
Agreements. Please see applicable CBA for more information.

           GUEST SPEAKERS/CONTROVERSIAL SPEAKERS
Board Policy: IICB

Guest speakers may be used by teachers from time to time, when such use is
consistent with educational goals and with a demonstrable relation to the
curricular or co curricular activity in which the participating students are involved.
Teachers are expected to inform the building principal of the date, time, and
nature of the presentation whenever such use is planned. Please refer to Board
Policy

Prior approval from the program coordinator is required whenever the guest
speaker and/or presentation may be reasonably considered controversial.

Guest speakers should represent various approaches or points of view on a given
topic in order to afford students a more comprehensive understanding of the
issue.

Prior to his/her participation, guest speakers are to be informed of the following
regulations:

   1. Profanity, vulgarity, and lewd comments are prohibited;
   2. Smoking is not permitted while speaking to or consulting with students;
   3. Sexist, racial remarks or derogation of any group or individual is
         prohibited.

Teachers responsible for inviting a particular guest speaker have the right and
obligation to interrupt or suspend the presentation if the conduct or content
being presented is judged to be in poor taste or endangers the health and safety
of students or staff.

               HAZING/HARASSMENT/INTIMIDATION/

                           BULLYING/MENACING
Board policy: GBNA/JFCF | GBNAA/JFCFA
Related Administrative Rule:

Hazing, harassment, intimidation, bullying, cyber bullying, or menacing by
students, staff or third parties is strictly prohibited and shall not be tolerated by
the district. Staff who is found to be in violation of this policy will be subject to
discipline up to and including dismissal. Individuals may also be referred to law
enforcement officials and staff will be reported to the Teacher Standards and
Practices Commission (TSPC).
 HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITY
                                  ACT (HIPAA)
Board policy: EHA



The district will safeguard the protected health information of employees from
use or disclosure that may violate standards and implementation specifications to
the extent required by law. ―Protected health information‖ means individually
identifiable health information that is:

   1. Transmitted by electronic media;
   2. Maintained in electronic media;
   3. Transmitted or maintained in any other form or medium.

The electronic exchange of financial and administrative transactions related to an
individual’s protected health information will meet the requirements of HIPAA,
including national standards for transactions designed to ensure the security of
health information created or received by the district.

Individuals with questions about how medical information may be used and
disclosed and how to get access to this information, or with complaints about
district compliance with HIPAA, should contact the personnel office.

                        IDENTIFICATION BADGES
Board policy: ECAAA



To help ensure the protection of staff and students and reduce the possibilities of
theft, vandalism and loss of district property, all district employees shall be
issued and wear identification badges when on district property.

   1. Identification badges are the property of the district for use by district
       employees. Any employee who duplicates or lends his/her identification
       badge will be subject to disciplinary action;
   2. All identification badges are to be worn in plain sight when the employee
       is engaged in the performance of district duties while on district property;
   3. A report of a lost or stolen badge must be made to the appropriate
       administrator immediately;
   4. An identification card lost, stolen, or damaged due to circumstances
       beyond the employee’s control will be replaced by the district at no cost to
       the employee. Other replacement costs will be charged to the employee;
   5. The district will not disclose the identification badge or card of an
       employee without the written consent of the employee if:
           a. The badge or card contains the photograph of the employee;
           b. The badge or card was prepared solely for internal use by the
               district to identify employees.

                                   JURY DUTY
Classified CBA | Licensed CBA

Leave for jury duty is available in accordance with the collective bargaining
agreements.

                                   KEYS/FOBS
Board Policy: ECAA

Keys/Fobs are issued to staff by the program coordinator or building principal. In
order to protect property, students and staff and to ensure the building is
adequately secured when no authorized personnel are present, all staff are
expected to follow the following key-control procedures:

       1. The duplication of keys is prohibited;
       2. Keys are not to be left unattended. Avoid leaving keys on desks,
           tables, in mailboxes, unattended coat pockets, etc.;
       3. Keys may not be loaned to students or to individuals not employed by
           the district. Under no circumstances should staff provide keys to
           students to ―run errands‖, ―unlock/lock‖ doors, etc.;
       4. Lost or stolen keys must be reported to the program coordinator or
           building principal within 24 hours of discovery of the loss or theft so
           that measures may be taken to protect district property. Three days
           will be allowed for the finding or recovery of keys before any charges
           are assessed;
        5. Charges for lost or stolen keys will be made to the staff member to
              whom the key(s) has been issued, in the following amounts:
                 a. Room or other keys – $10;
                 b. Master key – $45;
                 c. Maximum charge – $60.
        6. All keys are to be checked in at the end of the school year. Staff with
              summer duties necessitating building access may make arrangements
              with the program coordinator or building principal to keep their keys,
              as appropriate.

                                        LEAVES

SICK LEAVE
Board policy: GCBD/GDBD | GCPD/GDPD-AR

Sick leave is used by employees when they are unable to work because of illness
and/or for family medical illness in accordance with ORS 659.570. The family
medical leave shall be used only to provide assistance to immediate family
members as defined under ORS 659.565. Sick leave time is accrued at the rate
of one day per month (prorated for employees whose FTE is less than 1). The
first working day of each fiscal year, all regular employees will be advanced one
sick leave day for each month they will work during that year. Sick leave
advanced will be adjusted, if necessary, if the employee terminates employment
with the district.

When employees are going to be absent from work, they should notify their
supervisor, following departmental procedure, prior to the start of their normal
workday, if possible (see Absence section). If the time loss extends beyond five
(5) consecutive days, the superintendent may require a physician’s certificate
stating that the illness or injury prevents the employee form working.

FEDERAL FAMILY AND MEDICAL LEAVE ACT (FMLA)/OREGON FAMILY
LEAVE ACT (OFLA)
Board policy: GCBDA/GDBDA-AR

Eligibility
In accordance with federal law, staff members employed by the district for the
previous 12 months and who have worked at least 1250 hours during the year
preceding the start of the leave me be eligible for FMLA leave. Staff members
employed by the district at least 180 days prior to the first day of the family
medical leave of absence and who have worked an average of 25 or more hours
per week may be eligible for OFLA leave. There is no minimum average number
of hours worked per week when determining employee eligibility for parental
leave under OFLA.

Purpose of Leave
Federal and state laws allow eligible employees to take FMLA or OFLA leave for
the following purposes, commonly referred to as parental leave, serious health
condition leave, pregnancy disability leave and sick child leave:

   1. The birth of an employee’s child (eligibility expires 12 months after birth)
   2. Placement of a child for adoption or foster care when the child is under 18
       or older than 18 years of age if incapable of self-care (eligibility expires 12
       months after placement)
   3. Care of a family member with a serious health condition
   4. Employee’s own serious health condition

Additionally, state law (OFLA) also allows employees to take leave for the care of
a sick or injured child who requires home care but is not suffering from a serious
health condition. This is known as ―Sick Child‖ leave. An employer is not required
to grant leave for routine medical or dental appointments.

Definitions
Child – For the purpose of taking sick child leave under state law, means a
biological, adopted or foster child or stepchild of the employee, for whom the
employee has parental rights and duties as defined by law or a child with whom
the employee is or was in a relationship of ―in loco parentis‖. A legal or biological
relationship is not required. The child must be under 18 years of age or may be
18 years of age or older if incapable of self-care due to mental or physical
impairment as defined by ORS 659A.100(2) (d). For purposes of ―Sick Child‖
leave only, child also includes child of employee’s same-sex domestic partner.
Family Member – Defined as spouse, same-sex domestic partner, custodial
parent, adoptive parent, foster parent, biological parent, parent-in-law, parent of
same-sex domestic partner or a person with whom the employee is or was in a
relationship of ―in loco parentis‖. It also includes the biological, adopted or foster
child, child of same-sex domestic partner or stepchild of an employee.
Grandparents and grandchildren are considered ―family members‖ under OFLA
only. For OFLA purposes of a serious health condition, ―child‖ includes both
minor and adult children. Siblings are not considered ―family members‖ under
neither FMLA nor OFLA.

Serious Health Condition – Under federal law means an illness, injury, or physical
or mental conditions that involve:

   1. Any period of incapacity or treatment in connection with or consequent to
       the inpatient care (i.e., an overnight stay) in a hospital, hospice or
       residential medical care facility
   2. Any period of incapacity requiring absence from work, school, or other
       regular daily activities, of more than three calendar days, that also
       involves continuing treatment by (or under the supervision of) a health
       care provider; or
   3. Continuing treatment by (or under the supervision of) a health care
       provider for a chronic or long-term health condition that is incurable or so
       serious that, if not treated, would like result in a period of incapacity of
       more than three calendar days, or for prenatal care.

An employee is unable to perform the functions of the position when the health
care provider finds that the employee is unable to work at all or is unable to
perform any of the essential functions of the employee’s position within the
meaning of the Americans with Disabilities Act (ADA) and federal regulations.
The NWRESD has the option, in requiring medical verification from a health care
provider, to provide a statement of the essential functions of the employee’s
position for the provider to review.
A ―Serious Health Condition‖ under the state law (OFLA) means an illness, injury,
impairment or physical or mental condition of an employee or family member
that:

   1. Requires inpatient care in a hospital, hospice, or residential care facility
        such as a nursing home. When a family member resides in a long-term
        care facility, leave shall apply only to:
           a. Transition periods spent moving the family from one home or
               facility to another, including time to make arrangements for such
               transitions;
           b. Transportation or other assistance required for a family member to
               obtain care from a physician;
           c. Serious health conditions as described in this policy.
   2. The treating health care provider judges to pose an imminent danger of
        death, or that is terminal in prognosis with a reasonable possibility of
        death in the near future;
   3. Requires constant or continuing care such as home care administered by a
        health care professional;
   4. Involves a period of incapacity. Incapacity is the inability to perform at
        least one essential job function, or to attend school or perform regular
        daily activities for more than three consecutive calendar days and any
        subsequent required treatment or recovery period relating to the same
        condition. This incapacity must involve:
           a. Two or more treatments by a health care provider;
           b. One treatment plus a regimen of continuing care; or
           c. Any period of incapacity or treatment for a chronic serious health
               condition that requires periodic visits for treatment by a health care
               provider, continues over an extended period of time and may cause
               episodic rather than a continuing period of incapacity such as
               asthma, diabetes or epilepsy.
   5. Involves permanent or long-term incapacity due to a condition such as
        chemotherapy due to a condition for which treatment may not be
        effective, such as Alzheimer’s disease, a severe stroke or terminal stages
        of a disease;
   6. Involves multiple treatments for restorative surgery or for a condition such
       as chemotherapy for cancer, physical therapy for arthritis or dialysis for
       kidney disease that if not treated would likely result in incapacity of more
       than three days; or
   7. Involves any period of disability of a female due to pregnancy or childbirth
       or period of absence for prenatal care.

Length of Leave
An employee eligible for FMLA leave under federal law is entitled to a total of 12
work weeks of leave during any 12 month period for the purposes specified
above. A husband and wife who are eligible and who both work for the NWRESD
may only take a combined total of 12 work weeks of leave if they leave is taken
to care for a parent with a serious health condition or if the leave is for the birth
of a child or the placement of a child for adoption or foster care.

An employee eligible for OFLA leave under state law is entitled to a total of 12
work weeks of leave during any 12 month period for the purposes specified
above. Two family members who are eligible and who both work for the
NWRESD many not take OFLA leave at the same time unless one employee
needs to care for the other employee who is suffering from a serious health
condition or one employee needs to care for a child suffering from a serious
health condition while the other employee is also suffering from a serious health
condition or both family members are suffering from a serious health condition or
it is concurrent leave in such instances is permitted by the NWRESD.

There will be occasions where two employees employed by the NWRESD will not
have to share the 12 week allotment of leave. This situation arises where an
employee is eligible for both FMLA and OFLA or just OFLA leave and the
employee is taking leave for one of the following two reasons: 1. parental
purposes; or 2. to care for a parent with a serious health condition.

In addition to the 12 work weeks of leave authorized above, under state law a
female employee make take an additional 12 work weeks of leave within any one
year period of time for an illness, injury or condition related to pregnancy or
childbirth that disables the employee from performing her work duties. An
employee who takes 12 work weeks of OFLA leave for the parental leave may
also take up to an additional 12 work weeks of sick child leave within the same
leave year. If the employee uses less than the 12 weeks of parental leave,
however, no additional sick child leave is available, except for the balance of the
initial 12 weeks. The employee may also use this balance for any OFLA leave
purpose.

A female employee may take up to 36 weeks of OFLA leave in one leave year,
but only under the following circumstances:

   1. The female employee takes 12 weeks of pregnancy disability leave,
       followed by
   2. Twelve weeks of parental leave; followed by
   3. Twelve weeks of sick child leave.

A male employee may take up to 24 weeks of OFLA leave in one year, but only
under the following circumstances:

   1. The male employee takes 12 weeks of parental leave; followed by
   2. Twelve weeks of sick child leave.

If an employee does not use the entire 12 weeks of parental leave, the employee
only has the unused balance of the 12 weeks of parental leave for the use of
OFLA sick child leave for the remainder of that 12-month period. If an employee
uses all 12 weeks of parental leave, that employee is entitled to the full 12 weeks
of sick child leave. For example:

   1. An employee takes 8 weeks of parental leave to care for his newborn. He
       is then only entitled to 4 weeks of OFLA sick child leave for that 12 month
       period.
   2. An employee takes the full 12 weeks of parental leave to care for her
       newborn. She is then entitled to all 12 weeks of sick child leave during
       that 12-month period.

Parental leave must be taken in one uninterrupted period – unless the employer
approves otherwise – and must be completed within 12 months of the birth,
adoption, or placement of the child. An exception must be made to allow
parental leave to effectuate adoption or foster placement of the child. Such leave
need not be taken in one, uninterrupted period with any additional parental
leave.

The birth, adoption, or placement of multiple children at one time entitles the
employee to take only one 12 week period of parental leave.
An eligible employee, who has previously qualified for and take some portion of
OFLA leave, may request additional OFLA leave within the same leave year. The
employee must be employed for t180 days immediately before the date of the
additional OFLA leave begins and:

   1. The employee must have worked an average of 25 hours per week in the
         180 days preceding the additional period of OFLA leave; except that
   2. An employee taking parental leave, or sick child leave that is available as
         a result of the employee taking a full 12 weeks of parental leave, need
         only be employed for the 180 days immediately before the date any
         additional OFLA leave begins; and
   3. The provisions of this section do not apply to the intermittent or reduced
         work schedule leave taken for a serious health condition for an employee
         or family member.

Intermittent Leave
To give employees not just the time but also the flexibility to balance the
demands of work and family, FMLA/OFLA allows workers to take leave on an
intermittent basis (e.g., a few hours per week to attend a standing medical
appointment) or on a reduced work schedule (e.g., working a three-day week
while recovering from cancer treatment).

Generally, intermittent leave or reduced schedule leave is provided when
medically necessary for an employee’s own serious health condition or for
caretaking of qualified family members with serious health conditions or used for
care related to the birth/adoption/foster care of a child. Like all FMLA/OFLA
leave, this time of leave requires notice and approval of leave, as well
as medical certification when applicable.
For the purpose of intermittent leave, OFLA leave entitlement is calculated for an
employee by multiplying the number of hours an employee normally works per
week by 12. If an employee’s schedule varies from week to week, a weekly
average of the hours worked over the 12 weeks worked prior to the beginning of
the leave period shall be used for calculating the employee’s normal work week.
If an employee takes intermittent or reduced work schedule OFLA leave, only the
actual number of hours of leave taken may be counted towards the 12 weeks of
OFLA leave to which the employee is entitled.

FMLA/OFLA requires employees to schedule planned treatments in a manner that
does not ―unduly disrupt‖ the employer’s operations (subject to the health care
provider’s approval), and permits employers to transfer employees needing such
leave to alternate positions that better accommodate intermittent leave or a
reduced work schedule. An employer may transfer an employee on intermittent
OFLA leave or a reduced work schedule into an alternate position with the same
or different duties to accommodate the leave, provided that:

   1. The employee accepts the transfer voluntarily and without coercion;
   2. The transfer is temporary, lasts no longer than necessary to accommodate
      the leave and has equivalent pay and benefits;
   3. The transfer is compliant with applicable collective bargaining agreements,
      as well as with state and federal law, providing all the employee
      protections found in FMLA/OFLA regulations;
   4. Transfer to an alternate position is used only when there is no other
      reasonable option available that would allow the employee to use
      intermittent leave or reduced work schedule; and
   5. The transfer is not used to discourage the employee from taking
      intermittent or reduced work schedule leave, or to create a hardship for
      the employee.
      An employee transferred, as provided in 1.-5. above, to an alternate
      position for the purpose of a reduced work schedule, must be returned to
      the employee’s former position.

OFLA SICK CHILD LEAVE
An employee eligible for OFLA leave is entitled to such leave for the care of a
sick or injured child who requires home care but who is not suffering from a
serious health condition. After the third day of leave (consecutive or non-
consecutive) taken within the same leave year, medical certification is required
for ALL absences related to sick child leave for the remainder of the 12 month
leave year.

Calculating the 12-Month Period for Leave
The NWRESD will use the same method for calculating the 12-month period in
which the 12 work week FMLA and OFLA leave entitlement occurs for all
employees. The NWRESD will use a ―rolling‖ 12-month period measured
backward from the date the employee uses any family and medical leave.

Paid/Unpaid Leave
Family leave under federal and state law is generally unpaid, unless the
employee is eligible to use accrued sick leave, vacation, personal days or other
paid time under Board policy(ies) and/or the applicable collective bargaining
agreement. If the employee is eligible to take paid time off, the employee must
use the available paid time during the FMLA/OFLA absence, in the order specified
by the NWRESD, before taking leave without pay for the FMLA/OFLA leave
period.

The NWRESD will notify the employee that the requested leave has been
designated as FMLA and/or OFLA leave and, if required by the NWRESD, that
accrued paid leave shall be used during the leave period. Such notification will be
given to the employee prior to the commencement of the leave or within two
working days of the employee’s notice of an unanticipated or emergency leave.

When the NWRESD does not have sufficient information to make a determination
of whether the leave qualifies as FMLA or OFLA leave, the NWRESD will provide
the required notice promptly when the information is available but no later than
two working days after the NWRESD has received the information. Oral notices
will be confirmed in writing no later than the following payday. If the payday is
less than one week after the oral notice is given, written notice will be provided
no later than the subsequent payday.
Continuation of Health Insurance Benefits
Under federal law, group health insurance benefits and premium payments must
be continued on the same basis as coverage would have been provided and
premiums paid if the employee had been continuously employed during the leave
period. The NWRESD will continue to pay the NWRESD’s contribution toward the
employee’s premiums. The employee will continue to pay the employee’s share
of premiums, if any. A 30-day grace period will be allowed for receipt of
employee contributions. The NWRESD’s obligation to maintain the employee’s
benefits will cease if the employee’s contribution is more than 30 days late. The
NWRESD will provide written notice that the premium payment is more than 30
calendar days late. Such notice will be provided within 15 calendar days before
coverage is to cease.

Under state law, benefits are not required to continue or accrue unless required
by Board policy(ies) and/or provisions of collective bargaining agreements
related to paid and unpaid leaves.

An employer electing to continue health or other insurance coverage for an
employee on OFLA leave may require that the employee pay only the same share
of health or other insurance premium during the leave that the employee paid
prior to the leave. If an employee cannot or will not pay such costs, the
employer may elect to discontinue benefit coverage, unless to do so would
render the employer unable to restore the employee to full benefit coverage as
required by law. If an employer pays any portion of any employee’s benefit
coverage for employees on non-OFLA leave, the employer must pay that portion
during OFLA leave.

If an employee gives unequivocal notice of intent not to return to work from
OFLA leave, the employee is entitled to complete the approved OFLA leave,
providing that the original need for OFLA leave still exits. The employer’s
obligations under OFLA – to restore benefits (subject to COBRA requirements)
and to restore the employee to his or her position at the end of the leave –
cease and the employer is not required to hold a position vacant or available for
the employee giving unequivocal notice of intent not to return.
In the event the NWRESD is required to pay or elects to pay any part of the
costs of providing health, disability, life or other insurance coverage for an
employee during the period of FMLA or OFLA leave that should have been paid
by the employee, the NWRESD may deduct, on the employee’s return to work,
such amounts from the employee’s pay as have been advanced.

In no event may the total deducted exceed 10 percent of the employee’s gross
pay each pay period.

Return to Work
After leave, granted under federal and state law, an employee is generally
entitled to be returned to the same position the employee held when leave
commenced or to an equivalent position with equivalent benefits, pay and other
terms and conditions of employment unless otherwise excepted by law.

If the leave was required for the employee’s own serious health condition, the
NWRESD may require the employee to obtain and present certification from the
health care provider that the employee is able to resume work. The employer is
responsible for any co-pay or other out-of-pocket costs incurred by the employee
in providing certification.

Special rules for teachers will apply if FMLA leave is requested to be taken near
the end of a semester.

Application
Under federal and state law, an employee requesting FMLA and/or OFLA leave
shall provide at least 30 days notice prior to the leave date if the leave is
foreseeable. The notice shall be written and include the anticipated start,
duration and reasons for the requested leave. The employee must make a
reasonable effort to schedule treatment, including intermittent leave and reduced
leave, so as not to unduly disrupt the operation of the NWRESD.

When an employee is able to give advance notice and requests leave, an
employer may request additional information to determine that the leave
qualifies for designation as OFLA leave. The employer may designate the
employee as provisionally on OFLA leave until sufficient information is received to
make a determination. An employee able to give advance notice of the need to
take OFLA leave must follow the employer’s known reasonable and customary
procedures for requesting any kind of leave.

If advance notice is not possible, for example due to a change in circumstances
or medical emergency, an employee eligible for FMLA leave must provide notice
as soon as practicable. ―As soon as practicable,‖ under federal law means at
least oral notification within one or two business days of when the need for leave
becomes known to the employee.

An employee eligible for OFLA leave is required, under state law, to provide oral
or written notice within 24 hours of commencement of the leave in unanticipated
or emergency leave situations. The employee may designate a family member or
friend to notify the NWRESD during that period of time. In either case, proper
documentation must be submitted no later than three working days following the
employee’s return to work. Failure of an employee to provide the required notice
for FMLA leave may result in the NWRESD delaying the employee’s leave for up
to 30 days after the notice is ultimately given.

Failure of an employee to provide the required notice for OFLA leave under state
law may result in the NWRESD deducting up to three weeks from the employee’s
unused OFLA leave in that one-year leave period.

Medical Certification
When an employee provides 30 or more days notice when applying for FMLA
and/or OFLA leave, other than for parental leave, the employer may require the
employee to provide medical documentation when appropriate to support the
request for leave. The NWRESD will provide written notification to employees of
this requirement within three working days of employee’s request for leave. If
the employee provides less than 30 days notice, the employee is required to
submit such medical certification no later than 15 calendar days after receipt of
the NWRESD’s notification that medical certification is required.

Under federal law, a second medical opinion may be required whenever the
NWRESD has reason to doubt the validity of the initial medical opinion. The
health care provider may be selected by the NWRESD. The provider shall not be
employed by the NWRESD on a regular basis. Should the first and second
medical certifications differ, a third opinion may be required. The NWRESD and
the employee will mutually agree on the selection of the health care provider for
a third medical certification. The third opinion will be final. Second and third
opinions and the actual travel expenses for an employee to obtain such opinions
will be paid for by the NWRESD.

Under state law, if an employee requests OFLA leave because of a serious health
condition, the NWRESD may require a second opinion and designate the health
care provider. The provider may not be employed by the NWRESD. Should the
two opinions conflict, the NWRESD may require a third opinion and that the two
providers designate the third health care provider. The third opinion will be final.
Second and third opinions and the actual travel expenses for the employee to
obtain such opinions will be paid for by the NWRESD.

An employer may not delay the taking of an OFLA leave in the event that medical
certification is not received prior to the commencement of a leave taken subject
to the timelines set forth in this regulation. The employer may designate the
leave as provisionally approved subject to medical certification. The employer
shall provide the employee with written notice of any requirement to provide
medical certification of the need for leave and the consequences for failure to do
so. The employee must be allowed a minimum of 15 days to provide medical
certification.

If the employee elects or the NWRESD requires substitution of accrued sick
leave, vacation or other paid leave for unpaid leave pursuant to a collective
bargaining agreement or other Board policy, the NWRESD will follow the medical
documentation requirements of the applicable leave policy or contract provision
whenever such requirements are more beneficial to the employee.
If the leave is for the purpose of an employee’s own serious health condition,
he/she must also provide a fitness for duty medical release from the health care
provider before returning to work.

If an employee has taken sick child leave on all or any part of three separate
days during a leave year, the employer may require medical certification on the
fourth day or subsequent occurrence of sick child leave within that leave year.
The employer must pay the cost of the medical certification not covered by
insurance or other benefit plan. The opinion of the health care provider shall be
binding. The employer may not require the employee to obtain a second opinion.
The employer is not required to request medical certification for sick child leave
exceeding three days and may make such requests at the employer’s discretion.

Notification
Any notice required by federal and state laws explaining employee rights and
responsibilities will be posted in all staff rooms and the NWRESD office.
Additional information may be obtained by contacting the superintendent or
designee.

Record Keeping/Posted Notice
The NWRESD will maintain all records as required by federal and state laws
including dates leave is taken by employees, identified separately from other
leave; hours/days of leave; copies of general and specific notices to employees,
including Board policy(ies) and regulations; premium payments of employee
health benefits while on leave and records of any disputes with employees
regarding granting of leave.

Medical documentation will be maintained separately from personnel files as
confidential medical records.

Federal vs. State Law
Both federal and state laws contain provisions regarding leave for family illness.
Federal regulations state an employer must comply with both laws; that the
federal law does not supersede any provision of state law that provides greater
family leave rights than those established pursuant to federal law and that state
and federal leave entitlements run concurrently. State law requires that federal
and state leave run concurrently when possible. For example, due to differences
in regulations, an employee who takes leave after 180 days of employment but
before one year, is still eligible to take a full 12 work weeks of federal leave after
meeting the one-year work requirement. After the first work year, leave will run
concurrently. Generally, employees will be deemed to be using leave pursuant to
state law except in such cases where federal law provides greater benefits.

MILITARY LEAVE

Service Member Leave: Eligible employees are entitled to receive up to 26 work
weeks of leave in a 12 month period to care for an Armed Forces family member
who has a serious injury or illness incurred while in active duty.

Qualifying Exigency Leave: Twelve weeks of leave will be available to qualifying
employees whose family member is called to active duty or is currently serving in
active duty. No illness or injury is required under the Exigency Leave provision.
This particular leave is not yet effective until the Secretary of Labor issues final
rules; however, departments are encouraged to evaluate these employee leave
interests/needs with Human Resources.

For more information and application requirements for Military leave, please
contact Human Resources.

PERSONAL/EMERGENCY LEAVE

Personal leave is granted in accordance with collective bargaining agreements or
current Board Policies. If a substitute is required, the leave is usable in not less
than one-half (1/2) day increments. Otherwise, the leave is usable in not less
than two (2) hour increments. Classified employees bear an exception to this
rule, as they may take personal leave in one (1) hour increments.

BEREAVEMENT LEAVE

Bereavement leave is granted in the case of a death in the immediate family in
accordance with current collective bargaining agreements.

VACATION

Vacation is provided by negotiated agreement, memorandum of agreement, to
full-time classified employees (those working a regular workweek on a 12-month
basis). All employees are encouraged to request vacations during periods of
lighter workload in their departments. The employee’s direct supervisor must
approve all vacation requests.

HOLIDAYS

      Licensed Staff: (7 holidays) Labor Day, Veteran’s Day, Thanksgiving,
       Christmas, New Year’s Day, Martin Luther King Day, Memorial Day
       Classified Staff (12 month): (10 holidays) Independence Day, Labor Day,
       Veteran’s Day, Thanksgiving, Day after Thanksgiving, Christmas, New
       Year’s Day, Martin Luther King Day, Presidents’ Day, Memorial Day

      Classified & Licensed Classified (10 month): (9 holidays) Labor Day,
       Veterans’ Day, Thanksgiving, Day after Thanksgiving, Christmas, New
       Year’s Day, Martin Luther King Day, Presidents’ Day, Memorial Day

      Administrative , Classified 250 day (12 month), and Confidential Staff: (10
       holidays) Independence Day, Labor Day, Veteran’s Day, Thanksgiving,
       Day after Thanksgiving, Christmas, New Year’s Day, Martin Luther King
       Day, Presidents’ Day, Memorial Day

Full-time (1.0 FTE) employees are paid for the above holidays. Holidays for less
than full-time employees are pro-rated.

UNPAID LEAVE OF ABSENCE
Board policy: GCBDB/GDBDB GCBDA/GDBDA GCBDE/GDBDE
Classified CBA | Licensed CBA

The expectation is for all employees to work their contracted days within their
scheduled calendars. Unpaid leave will rarely be approved and may only be
granted by the superintendent under all of the following conditions:

   1. All available leaves have been used; this includes non-contract days,
       personal leave and vacation
   2. The employee’s supervisor has determined the leave will not be
       detrimental to the operation of the department or program
   3. The leave request is approved by the employee’s supervisor in writing,
       using the authorized leave request form. Please note, authorization by the
       supervisor does not guarantee unpaid leave will be approved by the
       superintendent
   4. The timing of the situation requiring leave is beyond the control of the
       employee and does not include requests for recreational activities,
       vacation, trips, or regular family reunions. Prior purchase of travel tickets
       or accommodations is not a valid condition for the granting of unpaid
       leave.

Due to existing contract language, unpaid leave that reduces the employee’s
total work days below 240 days automatically eliminates the employee’s right to
vacation in the year in which unpaid leave is granted.

All supervisors will work with their employees to ensure calendars are accurate
and use of vacation and non-contract time is disbursed throughout the work
year. No leave will be approved during the August all-staff in service day.

Provisions for unpaid leaves of absence are provided in licensed and classified
negotiated agreements and Board Policy. Unpaid leave may be granted for such
reasons as maternity/parental, military obligations, disability, education, or
emergencies. The District is in compliance with the Family and Medical Leave Act
of 1993. In order to be eligible for Family Medical Leave, an employee must work
an average of 25 hours per week and have been employed by the District at
least 180 days prior to the first day of the Family Medical Leave.

Requests for unpaid leaves of absence must follow the provisions in the
negotiated agreement.

                        LICENSE REQUIREMENTS
Board Policy: GCA

Licensed staff offered employment in the district must present their original
teaching license to the Human Resources office before the Board will consider
approving their employment.
Applicants not presenting their license prior to the beginning of school or the first
day employment is to begin will not be employed until such license has been
submitted.

Licensed staff are required to submit copies of all license endorsements to the
Human Resources Office. It is the responsibility of each licensed staff member to
keep his/her license and all endorsements current. Teachers are cautioned that
failure to maintain license and endorsements may invalidate their contract with
the district.

In the event the district is required to forfeit any State School Fund money as a
result of a teacher failure to meet license requirements as set forth by the
Teachers Standards and Practices Commission (TSPC), the district is entitled to
recover one-half of the amount of the forfeiture from the teacher whose
unlicensed status caused the forfeiture. Recovery may not exceed one-half of the
amount forfeited that is attributable to the particular licensed person.

                                     LUNCH
Board policy: DLBA
Classified CBA | Licensed CBA


All non-exempt employees working six (6) or more hours are required to take a
non-paid, duty free period of 30 minutes per day.

                          MATERIALS DISTRIBUTION
Board Policy: KJA

Requests of staff by individuals or groups to distribute pamphlets, booklets,
flyers, brochures and other similar materials to students for classroom use or to
take home are to be referred to the program coordinator. The materials and
proposed method of distribution will be reviewed and a decision made based on
the educational concerns and interests of the district.
                        MEDIA ACCESS TO STUDENTS

The media may interview and photograph students involved in instructional
programs and school activities including athletic events. Such media access may
not be unduly disruptive and must comply with Board policies and district goals.

Media representatives are required to report to the building principal or the
district communications coordinator for prior approval before accessing students
involved in instructional programs and activities not attended by the general
public.

Information obtained by media representatives directly from students does not
require parental approval prior to publication by the media. Parents who do not
want their student interviewed or photographed by the media may direct their
student accordingly.

Staff may release student information to the media only in accordance with
applicable provisions of the education records law and Board policies governing
directory information and personally identifiable information. Staff should check
with their building principal or secretary before releasing student information to
make sure the student’s parents have not requested such information to be
withheld.

                                  MEETINGS
Board Policy: GCKB/GDKB
Classified CBA | Licensed CBA

Staff meetings are scheduled for the purpose of organization and communication
of business that typically cannot be handled through staff bulletins, departmental
or committee structure.

All staff are expected to attend staff meeting unless prior arrangements have
been made with the program coordinator. Staff members are expected to
schedule their time accordingly to not conflict with these meetings.
Meetings sponsored or called by recognized collective bargaining units during
contract hours are subject to prior approval of the building principal. Attendance
of staff members at such meetings is left to the discretion of each employee.

                    MOTHER FRIENDLY WORKPLACE
BOLI

An adequate location for the expression of milk or breastfeeding will be provided
to an employee, including a 30-minute, unpaid rest period to express milk or
breastfeed during each four-hour work period.

                    NON-DISCRIMINATION AND ADA
Board Policy AC

The NWRESD shall not discriminate on the basis of an individual’s race, color,
religion, sex, national origin, disability, marital status, age or because of the race,
color, religion, sex, national origin, disability, marital status, or age of any other
person with whom the individual associates. In keeping with requirements of
federal and state law, the NWRESD strives to remove any vestige of
discrimination in employment, assignment, and promotion of personnel; in
educational opportunities and services offered students; in student assignment to
schools and classes; in student discipline; in location and use of facilities, in
educational offerings and materials; and in accommodating the public at public
meetings.


The Board encourages staff to improve human relations within the NWRESD and
to establish channels through which citizens can communicate their concerns to
the administration and the Board. The superintendent shall appoint and make
known the individuals to contact on issues concerning the
Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973,
Title VI, Title VII, Title IX, and other civil rights or discrimination issues.
Section 504 and the ADA prohibit discrimination against an individual because
he/she has opposed any discrimination act or practice or because that person
has filed a charge, testified, assisted, or participated in an investigation,
proceeding, or hearing. The ADA further prohibits anyone from coercing,
intimidating, threatening, or interfering with an individual for exercising the
rights guaranteed under the Act.




             PARTICIPATION IN POLITICAL ACTIVITIES
Board policy: GBG


Staff members may exercise their right to participate fully in affairs of public
interest on a local, county, state, and national level on the same basis as any
citizen in public or private employment and within the law.

Staff members may, within the limitations imposed by state and federal laws and
regulations, choose any side of a particular issue and support their viewpoints as
they desire by vote, discussion, or persuading others. Such discussion and
persuasion, however, may not be carried on during the performance of district
duties, except in open discussion during classroom lessons that consider various
candidates for a particular office or various sides of a particular political or civil
issue consistent with district curriculum and assigned duties.

On all controversial issues, staff members are expected to make clear that the
viewpoints they represent are personal and are not to be interpreted as the
district’s official viewpoint.

No staff member may use district facilities, equipment, or supplies in connection
with his/her campaigning, nor may s/he use any time during the working day for
campaign purposes. (ORS 260.432 Quick Reference)

                                     PAYROLL

Procedures for establishing employee compensation are provided by Board Policy
and Administrative Regulations. Specific compensation packages are established
through collective bargaining agreements with the licensed and classified
employee groups. The Board sets salaries for all administrators and confidential
employees.
10 MONTH-12 MONTH CHECK OPTION
Form 48
Classified CBA | Licensed CBA

All ten-month employees of the ESD employed at the beginning of the school
year, and who work the same hours per day and the same days per week, have
the option of receiving their annual salary in ten or twelve checks.

If you choose twelve-pay, your annual salary (divided by twelve) would result in
a single check each month for September – May and three ―balance of contract‖
checks in June. If an employee chooses this paycheck option, he or she must
complete a form and return it to Payroll by June 30 in order for this request to be
honored for the next immediate year. All 12-month employees will have their
annual salary divided by twelve, resulting in twelve equal paychecks beginning
with the July pay date through the June pay date of a fiscal year. 190-day
EI/ECSE employees who work a 12 month calendar will also be paid on this
schedule.

All 190 day ten-month employees of the ESD on a school-age calendar, and who
work the same hours per day and the same days per week, have the option of
receiving their annual salary in ten or twelve checks.

                      If you choose twelve-pay, your annual salary is divided by
                       twelve, resulting in twelve equal paychecks beginning with
                       the September pay date through the May pay date, with
                       three ―balance of contract‖ checks on the June pay date.
                       This is the default option.
                      If you choose 10 checks, your annual salary is divided by
                       ten, resulting in ten equal paychecks beginning with the
                       September pay date through the June pay date. There are
                       no ―balance of contract‖ checks in June. If an employee
                       chooses this option, additional payroll deductions will be
                       necessary in the final (June) check.
                      10- Month (school-age calendar) employees must choose
                       either the 10 or 12 paycheck option by completing Form 48
                       http://www.nwresd.k12.or.us/administration/fiscal/pdfs/FS-
                     48.pdf and returning it to Payroll by June 30 prior to the
                     start of the new school year. If a form is not completed,
                     the 12-paycheck option will be selected by default.

ADVANCE SALARY PAYMENTS (DRAW)
Board policy: DLBA
Form 40

Advances in salary payment are not permitted unless approved by the
Superintendent or designee. Payment will not exceed 75% of the net pay of the
amount earned at the time of the request. No person will receive more than one
draw per year. Draws are considered constructive receipts and will be subject to
IRS requirements.

If an advanced salary payment is approved, checks will be available at the time
of the next scheduled accounts payable run. Draw requests must be submitted
by the Wednesday of the week they are to be processed. Draw checks will be
issued on Fridays only.
ASSIGNMENT OF WAGES – GARNISHMENT

When court documents are received, garnishments for employees are processed
by payroll on the employee’s next available check, as required by law.

DIRECT DEPOSIT
Form 41

District personnel may have their payroll check direct deposited to almost any
bank or credit union by completing Form 41 and submitting it to the payroll
office. Form 41 is available at the NWRESD web site: www.nwresd.k12.or.us.
Payroll strongly encourages employees to use direct deposit. Using direct deposit
minimizes the chance of having a payroll check lost in the mail. Employees who
require reimbursements for coursework or work-related expenses may receive
refunds via direct deposit as well.

Exceptions Reports

Form 80 | Classified CBA | Licensed CBA

Licensed and administrative staff must submit exceptions reports by the 12th of
each month. Employees in this category will report sick leave (SL), family sick
(FS), family medical leave (FMLA), bereavement (BL) and personal days (PL)
taken using the exceptions report Form 80.

Substitute TSPC-licensed teachers are required to provide time sheets for payroll
processing. Time sheets will record only actual hours worked.

Temporary employees fill a variety of roles within the NWRESD. As their duties
and length of assignment vary, a variety of reporting relationships exist.
Temporary employees should consult with Human Resources to determine their
reporting responsibilities.

OVERTIME
Board policy: GBAA | GCKA/GDKA | GCKA/GDKA-AR
Classified CBA | Licensed CBA

Occasionally classified employees may be required to work beyond the regular
workday or week. Overtime for classified employees must be pre-authorized by
the immediate supervisor and may be compensated in the following manner:
   1. At the hourly rate of one and one-half times the regular wage rate for
       work done beyond 40 hours in any given week (Sunday through
       Saturday);
   2. With the approval of the supervisor, compensatory time may be given.
       Compensatory time may be awarded in accordance with current collective
       bargaining agreements;
   3. Employee requests for early work release may be granted based upon an
       hour-for-hour exchange, i.e., if the employee wishes to leave one hour
       early in the afternoon s/he will be expected to arrive one hour early in the
       morning.

Full time employees are authorized one fifteen-minute break during each four-
hour work period and a minimum of one-half hour for lunch if they work longer
than five hours. This time may not be used for any time exchanges. Early work
release must have prior approval of the employee's supervisor. The immediate
supervisor or program administrator must authorize all overtime in advance.

Overtime authorizations must consider workload and budgeted funds. This
category and compensatory time are not allowed for licensed and administrative
employees.

PAYDAY
Board policy: DLA
Classified CBA | Licensed CBA

All district employees are paid on the last business day of the month.

PAYROLL DEDUCTIONS – MANDATORY
Board policy: DLB


All employees shall be required to have deductions from their monthly salary as
required by law as follows:

       Federal Social Security (FICA)/Medicare
       Federal Social Security coverage is automatic for all employees. The
       amount is determined according to law. Federal Withholding Tax Federal
       withholding tax deductions shall be made according to a schedule
       prepared by the Treasury Department and the amount deducted shall be
       based on the number of exemptions claimed by the employee.

       State Income Withholding Tax
       State withholding tax deductions shall be according to a schedule
       prepared by the Oregon Department of Revenue and the amount
       deducted shall be based on the number of exemptions claimed by the
       employee.

       Workers Compensation
       Coverage is required by law and gives the employee protection for
       accidents, which occur while on the job. A payroll deduction is required for
       each employee.

       Public Employees Retirement System (PERS)
       Employee contribution - A 6% deduction from gross pay after completion
       of a 6-month waiting period. See next page for additional information.

       Oregon School Employees Association (Classified and Classified Licensed
       only)
       Payroll deductions are required for dues to the association. Please see the
       unit representative for additional information.

       Oregon Education Association (Licensed only)
       Payroll deductions are required for dues to the association. Please see the
       unit representative for additional information.

PAYROLL DEDUCTIONS – VOLUNTARY
Board policy: DLB

Voluntary payroll deductions are available to all employees. Request forms must
be submitted prior to the 15th of the month for them to be processed that
month. Requests received after the 15th will be processed the following month.
For more information on any voluntary deduction, please contact Matt Brownthe
payroll department at 503-614-1692.
Tax Shelter Annuity (TSA/403b)For more information, please visit the
Carruth Compliance Consulting website.

Deferred Compensation Plan (DCP) 457(b)For more information, please
visit the Carruth Compliance Consulting website.

Flexible Spending Account (FSA)
NWRESD offers an IRC Section 125 Flexible Spending Account (FSA),
which can help you offset the increasing cost of health and child care.
NWRESD's Carrier is Manley Services.

Group Accident Insurance
Accident insurance is available for employees and their families through
OEBB.

Supplemental Insurance Programs
Life A variety of optional insurance coverage is available for the employee
and/or spouse in some instances for his/her spouse and/or dependents in
varying amounts through OEBB. Please visit their website for more
information.

Group Health Insurance
Employee contribution over and above NWRESD cap.

United Way
United Way pledge forms are available at the Washington, Columbia, and
Clatsop Service Centers. Contributions may can be made by cash, check,
or paid over a ten-month period beginning with the November payroll.

Sunshine Committee
The Sunshine fund is an employee-organized committee to provided
support to NWRESD employees.

A contribution can be made through a single, one-time payroll deduction
of $10.
       G.A.P.S. Foundation
       A supporting foundation of NWRESD, G.A.P.S. distributes resources to
       educators working to increase graduation rates and provide greater
       opportunities for success for children with special needs and those who
       are at-risk—birth to 21—in Clatsop, Columbia, Tillamook, and Washington
       counties, Oregon. For more information please visit
       www.gapsfoundation.org.

       Employees can make donations through a single, one-time payroll
       deduction or through an ongoing monthly deduction.

       TriMetTransportation Pass Program
       A program which enables employees to purchase monthly TriMet passes
       with pre-tax dollars. Enrollment forms are available from the
       Communications Dept.: mstenberg@nwresd.k12.or.us or 503-614-1252,
       the HR Dept., or the Web site at www.nwresd.k12.or.us For Staff > Forms
       & Publications > Fiscal & HR Forms > Employees > Benefit Information
       Forms > TriMet Transit Pass via Payroll Deduction.

TIME SHEETTIMEKEEPING
Board policy: GBAA
Form 44 | Classified CBA | Licensed CBA


   1. Non-Exempt Employees: A timesheet is an important, legal, time-keeping
       document. All classified, classified/licensed, confidentianon-exempt
       employees, substitute and temporary employees are required to submit
       time sheets by the 12th of each month. must accurately maintain their
       own timesheetAll classified, classified/licensed, confidential, substitute and
       temporary employees are required to submit time sheets by the 12th of
       each month. with the number of regular, extra duty hours and overtime
       hours worked on each date as well as all absence time due to personal
       illness as sick (SL) time, family (FS), family medical leave (FMLA), vacation
       (VN), bereavement (BL), or personal leave (PL) must be noted. Completed
       time sheets must be signed and forwarded to their immediate supervisor
       by the 12th of each month. Supervisors must review the hours worked
       each pay period and attest the accuracy by signing the timesheet and
       submitting it to Fiscal Services by the required have the employee's
       signature and that of the immediate supervisor. Thedate. supervisor shall
       be responsible for the accuracy of time sheets and submitting the time
       sheets to the Payroll Office by a specified date.

   2. Exempt Employees: Exempt Licensed and administrative staff must submit       Formatted: Space Before: 6 pt, After: 6 pt

       a completed Form 44 exceptions reports by the 12th of each month.
       Employees in this category will report sick leave (SL), family sick (FS),
       family medical leave (FMLA), bereavement (BL) and personal days (PL)
       taken during the pay period.using the exceptions report Form 80.

   3. Substitute TSPCEmployees:

           a. Classified Substitutes: Employees working as a substitute in a
               classified position must complete Form 46 upon completion of the
               job and leave it at the program site for verification. Timesheets
               must be completed in their entirety and must accurately represent
               actual hours work.

           a.b.        Licensed: Employees working as a substitute in a licensed
               position must complete Form 45 upon completion of the job and
               leave it at the program site for verification. Timesheets must be
               completed in their entirety and must accurately represent actual
               hours work. licensed teachers are required to provide time sheets
               for payroll processing. Time sheets will record only actual hours
               worked.

   4. Temporary Employees: Temporary employees fill a variety of roles within
       the NWRESD. As their duties and length of assignment vary, a variety of
       reporting relationships exist. Temporary employees should consult with
       Human Resources to determine their reporting responsibilities.

An employee and/or supervisor who knowingly submit a false timesheet shall be
subject to discipline up to and including termination.

                                     PETTY CASH
Board policy: DJB
Related Administrative Rule: DJ-AR
Form 58
In order to expedite the purchase of minor school supplies, postage, freight and
other emergency items, a petty cash account has been established. Staff
members may purchase items costing less than $40 with prior approval from the
program coordinator.

Expenditures from petty cash are drawn from budgeted line item accounts and
may be authorized only as such funds are available to cover the cost of the
purchase.

Requests for reimbursement for approved purchases may be authorized only
upon submission of appropriate receipts to fiscal services. Requests must be
submitted within 10 days of the purchase or approval for the reimbursement
may be denied

                             PERSONNEL RECORDS
Board policy: GBL
Related Administrative Rule: GBL-AR


An official personnel file is established for each person employed by the district.
A staff member’s personnel file may contain such information as applications for
employment, references, records relative to compensation, payroll deductions,
evaluations, complaints, and written disciplinary actions. All charges resulting in
disciplinary action shall be considered a permanent part of an employees
teacher’s personnel file and shall not be removed for any reason. Employees may
submit a written response to any materials placed in their personnel file.

All records containing medical condition information such as workers’
compensation reports and release/permission-to-return-to-work forms will be
kept confidential, in a separate file from personnel records. All other personnel
records are considered confidential and not open to public inspection. Access to
personnel files is limited and inspection only by the following or as otherwise
required by law:

   1. The individual employee. An employee or designee may arrange with the
       human resources office to inspect the contents of his/her personnel file on
       any day the human resources office is open for business;
   2. Others designated in writing by the employee;
   3. The comptroller or auditor, when such inspection is pertinent to carrying
      out his/her respective duties, or as otherwise specifically authorized by the
      Board. Information so obtained will be kept confidential. No files will be
      removed from their central location for personal inspection;
   4. A Board member when specifically authorized by the Board. Information
      will be kept confidential. No files will be removed from their central
      location for personal inspection;
   5. The superintendent and members of the central administrative staff;
   6. District administrators and supervisors who currently or prospectively
      supervise the employee;
   7. Employees of the personnel office;
   8. Attorneys for the district or the district’s designated representative on
      matters of district business;
   9. The disciplinary records of a district employee convicted of a crime listed
      in ORS 342.143 are not exempt from the disclosure under ORS 192.501 or
      192.502 and may be released to any person upon request. Prior to the
      release of disciplinary records the district shall remove any personally
      identifiable information from the record that would disclose the identity of
      a child, a crime victim, or a district employee who is the subject of the
      disciplinary record;
   10. Upon request from a law enforcement agency, the Department of Human
      Services or the Teachers Standards and Practices Commission, a district
      shall provide the records of investigations of suspected child abuse by a
      district employee.

The superintendent may permit persons other than those specified above to use
and to inspect employee records when, in his/her opinion, the person requesting
access has a legitimate official purpose. The superintendent will determine in
each case the appropriateness and extent of such access.

Release of personnel records to parties other than those authorized to inspect
them will be only upon receipt of a court order
                          PHOTOCOPY MACHINES

The copy machines are intended for district business use only. Non-NWRESD use
of copy machines, including personal use, will be charged at $.20 per copy. All
copy machine use shall be within the guidelines governing the operation of such
machines. Individual staff members may reproduce materials under the copyright
doctrine of ―fair use‖ but solely within its limitation (See Copyright).

ESD-owned photocopy machines are located in all the service centers. For cost-
effectiveness, the number of copies is limited to 40 copies per original. Larger
copying projects should be submitted to the District print shop a District
approved vendor, except in an emergency. Personal copies and/or copies for
local school districts may be made at a cost of $.20 each. Other individuals
requesting photocopies shall also be charged $.20 per copy, payable to the
Business Office.

       PRACTICUM/STUDENT TEACHING ASSIGNMENT(S)

Recognizing the desirability of assisting in the professional preparation of
prospective teachers and other licensed professionals, student teacher and
practicum student assignments shall be made pending the approval of the
Program Coordinator and/or Supervisor.

Master teachers/related staff must have demonstrated successful professional
experiences and be willing (voluntary) to accept the responsibilities that
accompany the student teacher/practicum student assignment.

University coordinators in charge of student teachers and practicum students are
to directly contact the Special Student Services (Coordinators/Principals) to get
approval and make arrangements for assignment.

Staff may not make arrangements directly with prospective student
teachers or University coordinators. Arrangements for students are
made through the NWRESD Special Student Services supervisor.
When a placement for a student teacher/practicum student is sought, the
following will occur.

      An appropriate NWRESD setting/site(s) will be selected and a master
       teacher/mentor will be assigned (assignment is voluntary).
      The site/program supervisor will complete a Form 1 and ―Scope of Work‖
       form indicating the practicum student's name, dates, and types of
       experiences, site, hours involved, and college supervisor's name.
      The Principal/Coordinator will facilitate a meeting between the master
       teacher, the practicum student, and his/her University Supervisor. The
       Principal/Coordinator shall be aware of all responsibilities and expectations
       assigned to both student and master teacher.
      Many Universities provide honorariums or stipends to supervising
       teachers. If so, this must be stated on the Form 1. These funds go
       directly to the fiscal office, and upon receipt will then be distributed in the
       master teacher’s regular paycheck.

       The Principal/Coordinator will ensure that the student teacher/practicum
       student has completed all necessary paperwork (Volunteer Application and
       an Oregon Department of Education Criminal History Verification) prior to
       working with children.

                           PROBATIONARY PERIODS
Board policy: GAA | CCC
Classified CBA | Licensed CBA

Classified and Classified/Licensed Employees: All classified employees newly
hired into a regular position will serve a 120 day probationary period. Prior
employment as a substitute or temporary employee shall not apply to
probationary period.

Licensed Employees and Administrators: Normally, a newly-hired teacher or
administrator will maintain the probationary status for three years prior to
attaining contract status.
                                PURCHASE ORDERS
Board policy: DJ
Related Administrative Rule: DJ-AR

No obligation may be incurred by any staff member unless that expenditure has
been authorized in the budget or as may otherwise be permitted by Board action
and/or Board policy.

No purchase including purchases from student body funds will be authorized
unless covered by an approved purchase order.

Additionally, at least three competitive quotes with the vendor’s business name
and amount of the quote should be obtained whenever practical for all goods,
materials, supplies and services less than $5,000.

All other purchases are subject to the Board’s policy governing bidding
requirements, and administrative regulations specifying exemptions from
competitive bidding and such other requirements as may be specified by law.
Staff members with questions should contact the business manager for details.

             RELEASE OF GENERAL STAFF INFORMATION
Board Policy: GBLA | KBA



A staff member or volunteer’s address, electronic mail address, date of birth,
social security number and personal phone number contained in personnel
records maintained by the district are exempt from public disclosure. Such
information will be released by the district only upon written permission of the
staff member or volunteer, unless otherwise accepted by law.

Authorized district personnel may disclose information about a former employee’s
job performance to a prospective employer under the following conditions:

   1. Disclosure of information is upon the request of the prospective employer;
   2. Disclosure of information is upon the request of the former staff member;
   3. The information is related to job performance; or
   4. The disclosure is presumed to be in good faith.
The district will not disclose information that is knowingly false, deliberately
misleading, rendered with malicious purpose or is in violation of the staff
member’s civil rights.

                RESEARCH/COPYRIGHTS AND PATENTS
Board policy: GCQB | GCQBA | IFA
Related Administrative Rule: IFA-AR


Staff members engaged in a research project during the work day or who use
district resources or students, either for study toward advanced work or for use
in classroom instruction, may do so only with the prior approval of the
superintendent. Privacy rights of students or other individuals involved in such
research projects must be maintained.

Publications, instructional materials, articles, models and other devices prepared
by staff members for district use with district time, money, and facilities as part
of the employee’s job responsibilities remain the property of the district.

In the event that a staff member produces items described above partly on
his/her own time and partly on district time, the district reserves the right to
claim full ownership. The employee may petition the district for assignment of
copyright or patent rights. Employees may not attempt to copyright or patent
such items without the knowledge and consent of the district.
                          RESIGNATION OF STAFF
Board policy: GCPB/GDPB


A resigning staff member is required to deliver a written and signed notice of
resignation to the assistant superintendent. If the assistant superintendent
decides to accept the resignation, acceptance shall be by letter from the
assistant superintendent to the employee. The resignation shall be effective as of
the date specified in the notice. If no effective date is specified in the notice, the
resignation shall be effective as of the date specified in the superintendent’s
acceptance letter.

Licensed Staff
A licensed staff member who wishes to resign from his/her position with the
district must give written notice at least 60 days prior to the date s/he wishes to
leave district employment. The superintendent may accept the resignation
effective the day it is received and either release the teacher immediately or
inform the teacher that s/he must continue teaching for part or all of the 60-day
period.

Where less than a 60-day notice is given, the Board may request the Teacher
Standards and Practices Commission (TSPC) to suspend the teacher’s license for
the remainder of the school year. Exceptions due to emergency or other
extenuating circumstances may be considered by the Board. If an employee
leaves on or before the 15th of the month, benefits will run through the end of
that month. If an employee leaves on the 16th of the month or later, benefits
will run through the end of the following month.

Classified Staff
A classified employee is expected to submit a written and signed notice of
resignation at least two weeks prior to the date he/she wishes to leave district
employment.
There are special circumstances for classified employees who work the entirety
of their contract for the school year and inform the District of their resignation
prior to June 30th. Those employees may retain health benefits through August
31st of that year. Classified employees who turn in their resignation after June
30th (and prior to the beginning of the new school year) receive health benefits
through July 31st of that year. Licensed employees receive health benefits
through September 30th if they fulfill their entire contract for the school year.

                       RESTRAINT AND SECLUSION
Board policy: JGAB

The use of physical restraint and/or seclusion is permitted only as a part of a
behavior support plan when other less restrictive interventions would not be
effective and the student’s behavior poses a threat of imminent, serious physical
harm to self or others.

Except in the case of an emergency, only staff current in the required training in
accordance with the district-designated physical restraint and seclusion training
program will implement physical restraint or seclusion with a student. In an
emergency, physical restraint and/or seclusion may also be used by a school
administrator, teacher or other school employee as necessary to prevent a
student from harming his/herself, students, staff or others or from causing
damage to district property.

The use of physical restraint/seclusion under these circumstances is only allowed
so long as the students behavior poses a threat of imminent, serious physical
harm to themselves, others or district property. Any student being restrained or
secluded within the district whether an emergency or as part of a plan shall be
constantly monitored by staff for the duration of the intervention. Any room used
for seclusion of a student must allow staff full view of the student in all areas of
the room and be free of potentially hazardous conditions such as unprotected
light fixtures and electrical outlets.

                                RESUSCITATION
Board Policy: EBBCC

No staff member may comply with any directive from parents or others, written
or verbal, that life-sustaining emergency care be withheld from a student in need
of such care while under the control and supervision of district staff.
Life-sustaining emergency care means any procedure or intervention applied by
appropriately trained district staff that may prevent a student from dying who,
without such procedure or intervention, faces a risk of imminent death.
Examples of life-sustaining emergency care may include: efforts to stop bleeding,
unblocking airways, mouth-to-mouth resuscitation and cardiopulmonary
resuscitation (CPR).

In a life-threatening situation, staff members are expected to dial 911 for
paramedic assistance and provide life-sustaining emergency care to any student
requiring it in order to sustain life until relieved by paramedics or other
appropriate medical personnel.

                                       RETIREMENT
Board policy: GCPC/GDPC


To assist the district in its planning efforts, staff members considering retirement
are encouraged to notify the district as early as possible, preferably at the
beginning of the school year in which the retirement will take place.

                               SAFETY COMMITTEE
Board policy: EBA | EBAC
Related Administrative Rule: EBAC-AR

A district safety committee has been established to help implement the district’s
safety program and as a part of an ongoing effort to help ensure the safety and
health of students, staff and others while on district property.

The district safety committee meets monthly and conducts workplace safety
inspections to locate and identify safety and health hazards and makes
recommendations for corrections as needed. All significant safety-related
incidents are investigated to help prevent similar events from reoccurring.

All potential hazards are to be reported immediately to a safety committee
member or to the office.

                             SEXUAL HARASSMENT
Board policy: GBN/JBA |GBN/JBA-AR
Sexual harassment by staff, students, Board members, school volunteers,
parents, school visitors, service contractors, or others engaged in district
business is strictly prohibited and shall not be tolerated in the district. ―District‖
includes district facilities, district premises, and non-district property while a staff
member or student is at any district-sponsored, district-approved, or district-
related activity or function, such as field trips or athletic events, in which
students are under the control of the district or where the staff member is
engaged in district business.

Sexual harassment of students and staff shall include, but not be limited to,
unwelcome sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature when:

   1. The conduct or communication has the purpose or effect of soliciting
       sexual favors in exchange for benefits;
   2. Submission to or rejection of the conduct or communication is used as the
       basis for educational decisions affecting a student or employment or
       assignment of staff;
   3. The conduct or communication is so severe, persistent or pervasive that it
       has the purpose or effect of unreasonably interfering with a student’s
       educational performance or with an employee’s ability to perform his/her
       job; or creates an intimidating, offensive or hostile educational or working
       environment. Relevant factors to be considered will include, but not be
       limited to, did the individual view the environment as hostile; was it
       reasonable to view the environment as hostile; the nature of the conduct;
       how often the conduct occurred and how long it continued; age and sex
       of the complainant; whether the alleged harasser was in a position of
       power over the student or staff member subjected to the harassment;
       number of individuals involved; age of the alleged harasser; where the
       harassment occurred; and other incidents of sexual harassment at the
       school involving the same or other students or staff.

Building principals, the compliance officer and the superintendent have
responsibility for investigations concerning sexual harassment. All complaints and
reported incidents shall be investigated. The investigator shall be a neutral party
having had no involvement in the complaint presented or reported incident.

Step I
Any sexual harassment information (complaints, rumors, etc.) shall be presented
to the building principal, compliance officer or superintendent. All such
information shall be reduced to writing and will include the specific nature of the
sexual harassment and corresponding dates.

Step II
The district official receiving the information or complaint shall promptly initiate
an investigation. S/He will arrange such meetings as may be necessary to discuss
the issue with all concerned parties within five working days after receipt of the
information or complaint. All findings of the investigation, including the response
of the alleged harasser, shall be reduced to writing. The district official(s)
conducting the investigation shall notify the complainant in writing when the
investigation is concluded. The parties will have an opportunity to submit
evidence and a list of witnesses. The date and details of notification to the
complainant, together with any other documentation related to the sexual
harassment incident, including disciplinary action taken or recommended shall be
forwarded to the superintendent.

Step III
If a complainant is not satisfied with the decision at Step II, s/he may submit a
written appeal to the superintendent or designee. Such appeal must be filed
within [10] working days after receipt of the Step II decision. The superintendent
or designee will arrange such meetings with the complainant and other affected
parties as deemed necessary to discuss the appeal. The superintendent or
designee shall provide a written decision to the complainant within 10 working
days.

Step IV
If a complainant is not satisfied with the decision at Step III, s/he may submit a
written appeal to the Board. Such appeal must be filed within 10 working days
after receipt of the Step III decision. The Board shall, within 20 working days
conduct a hearing at which time the complainant shall be given an opportunity to
present the appeal. The Board shall provide a written decision to the complainant
within 10 working days following completion of the hearing.

Step V
If the complaint is not satisfactorily settled at the Board level, the employee may
appeal to the U.S. Department of Labor, Equal Employment Opportunity
Commission or Oregon Bureau of Labor and Industries. Additional information
regarding filing of a complaint may be obtained through the building principal,
compliance officer, or superintendent.
The initiation of a complaint in good faith about behavior that may violate the
district’s sexual harassment policy shall not adversely affect any terms or
conditions of employment or work environment of the staff complainant.
A staff member whose behavior is found to be in violation of Board policy may
be subject to discipline up to and including dismissal.

                        STAFF COMMUNICATIONS

Good communication among all staff is essential to the effective operation of the
ESD. A number of formal and informal opportunities for communication,
decision-making, and problem solving exist. Communication, decision-making,
and problem solving are enhanced through various meetings. Meetings between
administrators and staff occur regularly, in both individual and group settings.
Formal department meetings are held on a regular basis. The Superintendent’s
Council, Executive Advisory Team, Central Management Team, and other
administrative teams meet regularly. The monthly Board of Directors’ meeting
provides further opportunities for good communications, decision-making, and
problem solving.

The Monday Memo, a weekly update for NWRESD employees, and The
Suggestion Box, a confidential in-box for email suggestions
(suggestion@nwresd.k12.or.us), help assure the open flow of information among
staff. Board policies provide the overall authorization and direction for
administrative action. Administrative Regulations establish guidelines and
procedures for compliance with Board Policy as well as with state and federal
statutes and regulations. Administrative memos are circulated and maintained
regarding those communications, procedures, or guidelines that are of an
immediate nature and in effect for less than one year. Informal, written memos
are also used as a means of communication between individuals and groups.

              STAFF CONDUCT AND RESPONSIBILITY

All staff are expected to conduct themselves in a manner that conforms with
applicable job descriptions, Board policy and administrative regulations.

Additionally, all licensed staff are expected to adhere to the Standards for
Competent and Ethical Performance of Oregon Educators as specified in Oregon
Administrative Rules.

Application of Rules

   1. Oregon Administrative Rules were adopted by the Teacher Standards and
       Practices Commission (TSPC) in accordance with Oregon Revised Statutes.
   2. Oregon Administrative Rules may be used as criteria by the TSPC in
       matters pertaining to the revocation or suspension of licenses issued by
       the commission under Oregon Revised Statutes or the discipline of any
       license holder or any person who has held a license at any time within five
       years prior to issuance of the notices of charges under Oregon Revised
       Statutes.
   3. The commission determines whether an educator’s performance is ethical
       or competent in light of all the facts and circumstances surrounding the
       educator’s performance as a whole.
   4. The commission will promptly investigate complaints:
          a. The commission may, at its discretion, defer action to charge an
              educator against whom a complaint has been filed under ORS
              342.176 when the investigation report indicates that disciplinary
              action against the educator is pending at the local district level or
              when criminal charges are pending or are likely to be filed against
              the educator. In considering whether to defer action to charge an
              educator, the commission shall consider all relevant circumstances
              including the nature and seriousness of the allegations and whether
              the educator is currently employed as a teacher or school
              administrator;
          b. The executive secretary shall regularly inform the commission of
              the status of any complaints on which the commission has deferred
              action.

Definitions

The following definitions apply to Oregon Administrative Rules unless otherwise
indicated by context:

   1. Administrator – Any supervisory educator who holds a valid Oregon
       administrative license or registration.
   2. Competent – Discharging required duties as set forth in these rules.
   3. Educator – Any licensed or registered person who is authorized to be
       engaged in the instructional program including teaching, counseling,
       administering and supervising.
   4. Ethical – Conforming to the professional standards of conduct set forth in
       these rules.
   5. Sexual contact – Includes:
          a. The intentional touching of the breast or sexual or other intimate
              parts of a student;
          b. Causing, encouraging or permitting a student to touch the breast or
              sexual or other intimate parts of the educator;
          c. Sexual advances or requests for sexual favors directed toward a
              student;
          d. Verbal or physical conduct of a sexual nature when directed toward
              a student or when such conduct has the effect of unreasonably
              interfering with a student’s educational performance or creates an
              intimidating, hostile or offensive educational environment; or
          e. Verbal or physical conduct which has the effect of unreasonably
              interfering with a student’s educational performance or creates an
              intimidating, hostile or offensive educational environment.
   6. Sexual harassment – Any unwelcome sexual advances, requests for sexual
      favors and other verbal or physical conduct of a sexual nature when:
          a. Submission to such conduct is made either explicitly or implicitly a
             term or condition of an individual’s employment;
          b. Submission to or rejection of such conduct by an individual is used
             as the basis for employment decisions affecting such individual; or
          c. Such conduct unreasonably interferes with an individual’s work
             performance or creates an intimidating, hostile or offensive working
             environment.
   7. Teacher – Any person who holds a teacher’s license as provided in ORS
      342.125.

The Competent Educator

The teacher demonstrates a commitment to:

   1. Recognize the worth and dignity of all persons;
   2. Encourage scholarship;
   3. Promote democratic citizenship;
   4. Raise educational standards;
   5. Use professional judgment.

Curriculum and Instruction

The competent educator measures success by the progress of each student
toward realization of personal potential as a worthy and effective citizen. The
competent educator stimulates the spirit of inquiry, the acquisition of knowledge
and understanding, and the thoughtful formulation of goals as they are
appropriate for each individual.

The competent teacher demonstrates:

   1. Use of state and district-adopted curriculum and goals;
   2. Skill in setting instructional goals and objectives expressed as learning
      outcomes;
    3. Use of current subject matter appropriate to the individual needs of
        students;
    4. Use of students’ growth and development patterns to adjust instruction to
        individual needs consistent with number of students and amount of time
        available;
    5. Skill in the selection and use of teaching techniques conducive to student
        learning.

Supervision and Evaluation

The competent educator is a student of human behavior and uses this
knowledge to provide a climate that is conducive to learning and that respects
the rights of all persons without discrimination. The competent educator assumes
responsibility for the activities planned and conducted through the district’s
program and assists colleagues to do the same. The competent educator gathers
relevant information and uses it in the planning and evaluation of instructional
activities.

The competent teacher demonstrates:

    1. Ways to assess progress of individual students;
    2. Skill in the use of assessment data to assist individual student growth;
    3. Procedures for evaluating curriculum and instructional goals and practices;
    4. Skill in the supervision of students.

Management Skills

The competent educator is a person who understands students and is able to
relate to them in constructive ways. The competent educator establishes and
maintains good rapport. The competent educator maintains and uses records as
required and as needed to assist the growth of students.

The competent teacher demonstrates skills in:

    1. Establishing and maintaining classroom management that is conducive to
        learning;
   2. Using and maintaining district property, equipment and materials
       appropriately;
   3. Using and maintaining student records as required by district policies and
       procedures;
   4. Using district lawful and reasonable rules and regulations.

Human Relations and Communication

The competent educator works effectively with others – students, staff, parents
and patrons. The competent educator is aware of the ways the community
identifies with the school, as well as community needs and ways the school
program is designed to meet these needs. The competent educator can
communicate with knowledge, clarity and judgment about educational matters,
the school and the needs of students.

The competent teacher demonstrates:

   1. Willingness to be flexible in cooperatively working with others;
   2. Skill in communicating with students, staff, parents and other patrons.

The Ethical Educator

The ethical educator is a person who accepts the requirements of membership in
the teaching profession and acts at all times in ethical ways. In so doing, the
ethical educator considers the needs of the students, the district and the
profession.

The ethical educator, in fulfilling obligations to the student, will:

   1. Keep the confidence entrusted in the profession as it relates to
       confidential information concerning a student and family;
   2. Refrain from exploiting professional relationships with any student for
       personal gain or in support of persons or issues;
   3. Maintain an appropriate professional student-teacher relationship by:
           a. Not demonstrating or expressing professionally inappropriate
              interest in a student’s personal life;
           b. Not accepting or giving or exchanging romantic or overly personal
               gifts or notes with a student;
           c. Reporting to the educator’s supervisor if the educator has reason to
               believe a student is, or may be, becoming romantically attached to
               the educator.

The ethical educator, in fulfilling obligations to the district, will:

   1. Apply for, accept, offer or assign a position of responsibility only on the
       basis of professional qualifications and will adhere to the conditions of a
       contract or the terms of the appointment;
   2. Conduct professional business, including grievances, through established
       lawful and reasonable procedures;
   3. Strive for continued improvement and professional growth;
   4. Accept no gratuities or gifts of significance that could influence judgment
       in the exercise of professional duties;
   5. Not use the district’s or school’s name, property or resources for non-
       educational benefit without approval of the educator’s supervisor or the
       appointing authority.

The ethical educator, in fulfilling obligations to the profession, will:

   1. Maintain the dignity of the profession by respecting and obeying the law,
       exemplifying personal integrity and honesty;
   2. Extend equal treatment to all members of the profession in the exercise of
       their professional rights and responsibilities;
   3. Respond to requests for evaluation of colleagues and to keep such
       information confidential, as appropriate.

                             STAFF DEVELOPMENT
Board policy: GCL/GDL

The Board recognizes the importance of continued educational experiences and
other professional growth activities as a means to improve job performance.
Professional growth experiences may include, but are not limited to, college
courses, workshops, curriculum planning, individual research, travel, supervision
of teacher trainees and other such activities.

All requests for district payment of college course work tuition require prior
administrative approval.

All requests for release time from regular work duties for attendance at meetings
or conferences will be decided based on such factors as availability of funds,
consistency with district and building goals and job assignment. Requests require
prior supervisor approval.

Continuing professional development plan requirements as set forth in OAR
Chapter 584, Division 090 by the Teacher Standards and Practices Commission
for license renewal are the sole responsibility of the employee.

Meetings and conferences devoted primarily or exclusively to organizational or
business affairs of staff member collective bargaining units, political workshops,
training sessions for consultation committees and like activities will not be
considered as appropriate activities for the expenditure of district funds.

                     STAFF DRESS AND GROOMING
Board policy: GBCB


As an agency serving the public, the District adheres to a policy ensuring that
everything we do reflects the NWRESD’s purpose in a professional manner.
Employees’ attire makes an impression on and sends a valuable message to
others around us. The grooming and dress of NWRESD Employees directly and
indirectly affect the learning and work environment of the NWRESD. It is also
recognized that NWRESD personnel have a responsibility for leadership through
the example they set.

As per board policy GBCB, The Board requires NWRESD employees observe
standards of personal grooming and dress in keeping with their professional and
paraprofessional positions and responsibilities. Generally this shall mean that
staff members will dress in a manner appropriate for their duties and daily
contacts. In all cases, neatness and cleanliness will be considered of prime
importance.

The following guidelines will help our organization to retain the professionalism
that is so important to our success:

      Employees should wear clothing that positively reflects the ESD
      Attire should be neat, clean, and appropriate to the position
      Clothing with illegal or offensive messages or pictures may not be worn
      Shorts are not to be worn under any circumstances
      The Superintendent or designee may make exceptions may be made for
       special events

Employees assigned to classrooms in one of our component school districts must
follow the assigned dress code for that particular building. If an employee is
going to more than one site on a given day, the employee will dress to the
highest standard of the multiple sites, including the four service centers.

Employees assigned to NWRESD sites may dress is casual attire during the
months of July and August and on the last Fridays during the remainder of the
year. Casual attire may include denim jeans, but employees must maintain a
professional appearance. Important considerations: If an employee has
responsibilities that would normally dictate a standard higher than casual attire,
then that higher standard must be met. Examples include meeting outside of the
building or meetings in which those attending would be dressed to a higher
standard.




The following exception will apply to all employees whose assignment is working
in programs outside of the four service centers:

      Employees may dress according to the formal dress code or, if none, the
       accepted practice in the district in which the site is located.
                                     STAFF ETHICS
Board policy: GBC | GBCA | EDC/KGF
Staff members are prohibited from engaging in, or having a financial interest in,
any activity that raises a reasonable question of conflict of interest with their
duties and responsibilities as employees of the district.

This means that:

   1. Staff members shall not solicit for financial remuneration from students,
       parents or other staff;
   2. Any device, publication or any other item developed during the staff
       member’s paid time shall be district property;
   3. Staff members shall not further personal gain through the use of
       confidential information gained in the course of or by reason of their
       position or activities in any way.

Staff members are prohibited from performing any duties related to an outside
job during their regular working hours or during the additional time needed to
fulfill the position’s responsibilities. District facilities, equipment, or materials may
not be used in performing outside work.

                        STAFF HEALTH AND SAFETY
Board Policy: GBE | GBEBAA/JHCCBA/EBBAB | GBEBC/JHCCC/EBBAA

In order to assure the safety of staff and students, information and/or training as
necessary is provide to assist all staff to recognize and to respond appropriately
to the presence of hazardous materials in the workplace, including proper
handling, labeling, storage and disposal of such materials.

Material Safety Data Sheets (MSDS), which accompany any hazardous substance
used in the school setting, are maintained on file in the as necessary and readily
available to any staff member who must handle such materials or who may have
been exposed to such products.

All staff members are expected to conduct their work in compliance with first-aid
and infection control procedures established by the district and the following
safety rules of the district:
1. All injuries shall be reported immediately to the person in charge or other
   responsible representative of the district
2. It is the duty of all employees to make full use of safeguards provided for
   their protection. It shall be the employee’s responsibility to abide by and
   perform the following requirements:
      a. An employee shall not operate a machine unless guard or method
          of guarding is in good condition, working order, in place and
          operative
      b. An employee shall stop the machine or moving parts and properly
          tag-out or lock-out the starting control before oiling, adjusting or
          repairing, except when such machine is provided with means of
          oiling or adjusting that will prevent possibility of hazardous contact
          with moving parts
      c. An employee shall nor remove guards or render methods of
          guarding inoperative except for the purpose of adjustment, oiling,
          repair or setting up a new job
      d. Employees shall report to their supervisor any guard or method of
          guarding that is not properly adjusted or not accomplishing its
          intended function
      e. Employees shall not use their hands or any portion of their bodies
          to reach between moving parts or to remove jams, hang-ups, etc.
          (Use hook, stick, tong, jig or other accessory.)
      f. Employees shall not work under objects being supported that could
          accidently fall (such as loads supported by jacks, the raised body or
          a dump truck, etc.) until such objects are properly blocked or
          shored
      g. Employees shall not use defective tools or equipment. No tool or
          piece of equipment should be used for any purpose for which it is
          not suited and none should be abused by straining beyond its safe
          working load.
3. Employees shall not remove, deface or destroy any warning, danger sign
   or barricade or interfere with any other form of accident prevention device
   or practice provided which they are using or which is being used by any
   other worker
   4. Employees must not work underneath or over others thereby exposing
       them to a hazard without first notifying the other employee(s) or seeing
       that proper safeguards or precautions have been taken
   5. Employees shall not work in unprotected, exposed or hazardous areas
       under floor openings
   6. Long or unwieldy articles shall not be carried or moved unless adequate
       means of guarding or guiding are provided to prevent injury
   7. Hazardous conditions or practice observed at any time shall be reported
       as soon as practicable to the person in charge or some other responsible
       representative of the employer
   8. Employees observed working in a manner which might cause immediate
       injury to either themselves or other workers shall be warned of the danger
   9. Before leaving a job, workers shall correct, or arrange to give warning of,
       any condition which might result in injury to others unfamiliar with
       existing conditions
   10. Good housekeeping methods shall be observed in all operations. Materials
       shall be so handled and stored as to minimize falling, tripping or collision
       hazards
   11. Working and storage areas and passageways shall be kept free of
       unnecessary obstructions. No loose object shall be placed in any area
       where its presence will necessitate employees crowding between such
       objects as moving machinery, steam pipes or other objects with which
       contact would be dangerous
   12. Any materials which might cause an employee to slip or fall shall be
       removed from floors and other treading surfaces immediately or suitable
       means or methods shall be used to control the hazardous condition
   13. All sharp, pointed, or otherwise hazardous projections in work areas shall
       be removed or rendered harmless.

        STAFF INVOLVEMENT IN COMMUNITY ACTIVITIES
Board Policy: GBF

The district encourages all staff to participate in community activities, which have
the improvement of the general welfare of the community, state, and nation as
their objectives.
                          STAFF/PARENT RELATIONS
Board policy: GBH/JECAC

The district encourages parents to be involved in their student’s school
experience. Teachers are advised that unless otherwise ordered by the courts, an
order of sole custody on the part of one parent does not deprive the other
parent of certain rights. It is the responsibility of the parent with sole custody to
provide to the district any court order that curtails the rights of the non-custodial
parent.

A non-custodial parent may receive and inspect the school records pertaining to
their student and to consult with teachers concerning their student’s welfare and
education.

Non-custodial parents will not be granted visitation or telephone access to their
student during the school day. Students may not be released to the non-
custodial parent without the written permission of the parent having sole
custody.

In the case of joint custody, it is the responsibility of the parents to provide the
district, in writing, any special requests or clarifications in areas concerning the
student and the district’s relationship and responsibilities. Such information will
be maintained on file in the office and provided to staff as appropriate.

Staff members with questions regarding custodial and/or non-custodial parent
rights with respect to particular students should contact the office.

                          SUPERVISION OF STUDENTS
Board Policy: JHFA

Staff members are responsible for the supervision of all students while in school
or engaged in school-sponsored activities.

All teachers are expected to be in their classrooms prior to the arrival of
students.
Under no circumstances are classrooms or other areas where students are under
the supervision of assigned staff to be left unattended while students are
present. Teachers who may need to temporarily leave the classroom or their
assigned duties in an emergency situation while students are present are
expected to contact the office to arrange for temporary coverage.

No other staff member may leave their assigned group unsupervised except if
appropriate supervision arrangements have been made to take care of an
emergency.

During school hours, or while engaged in school-sponsored activities, students
may be released only into the custody of parents or other authorized persons.

                        TEACHING ABOUT RELIGION
Board policy: IGAC | IGACA
Related Administrative Rule: IGAC-AR

Religious education is the responsibility of the home and religious institution.
Public schools are obligated to maintain neutrality in all such matters.

As religion influences many areas of education such as literature and history, its
role in civilization may be taught when consistent with curriculum and teaching
assignment. In such instances, teachers may provide information and
opportunity for students to study the forms of various religions.

Though teachers may be permitted to expose students to information concerning
religious beliefs, a teacher may not advocate, openly, covertly or by subtlety, a
particular religion or religious belief.

                                       TELEPHONES

Telephones are available throughout district buildings for staff convenience in
conducting district business.

Local personal use of telephones must be limited and consistent with the general
use guidelines as noted in district policy. Local personal telephone calls made
during working hours from district telephones shall be brief, infrequent and be
placed before or after school, during breaks, lunch or at other times when staff is
not responsible for supervising students.

Personal long distance calls may not be made from district telephones unless
made with staff member’s personal calling card.




                    TERMINATION OF EMPLOYMENT

Employees terminate their employment with the District either voluntarily or
involuntarily.

Voluntary termination occurs for personal reasons of the employee (see
Resignation). Involuntary termination of employment occurs when the District
determines it is in the best interest of the District that the individual no longer be
employed with the District. Involuntary termination usually occurs for
unsatisfactory job performance and is preceded by related evaluations and
formal opportunities for employee improvement. Involuntary termination of
employment might also occur should the District need to reduce its work force
for financial or other reasons. Procedures for involuntary and voluntary
termination of employment are found in Board Policies and are in compliance
with appropriate Oregon Revised Statues and negotiated agreements. Board
Policy and negotiated agreements provide the guidelines for Reduction in Force.

Prior to the employee’s last day of work, all District property, including keys,
pagers, cellular phones, and laptops must be returned to the program
administrator. For employees who utilize teaching supplies, testing kits and
computer software in their occupations, these items must also be returned to the
program administrator prior to the employee’s last day of employment with the
NWRESD.

                     TOBACCO-FREE ENVIRONMENT
Board policy: GBK | KGC
Oregon Smokefree Workplace Law
In order to comply with state law and to protect the health of students, staff and
the general public, provide a healthy working environment and promote good
health for students, tobacco use is prohibited on all district property, in district-
owned or occupied buildings, in district-owned vehicles and at district-sponsored
events.

Tobacco is defined to include any lighted or unlighted cigarette, cigar, pipe, bidi,
clove cigarette, and any other smoking product, spit tobacco also known as
smokeless dip, chew, and snuff in any form.

                     USE OF DISTRICT OWNED VEHICLES

District Owned: Use of district owned vehicles is intended for the purpose of
fulfilling district functions as described in the authorized budget and policies of
the ESD Board. Any time NWRESD vehicles that are not regularly assigned are
removed from an NWRESD parking area, the vehicle log will indicate the
destination and reason for travel.

For additional information about the use of district owned vehicles, contact Tina
Mam at 503-614-1449.The passenger car vehicle log will be at the reception desk
and the van log will be available from the Multimedia Services department or in
some other specifically designated place in each service center.

                        USE OF PERSONAL VEHICLES
Board Policy: EEBB

Employees whose regular employment requires travel in connection with official
business are expected to furnish their own vehicles. When on official business,
such employees shall be reimbursed on a mileage basis at the current IRS rate.

Employees who receive travel mileage allowance for the use of their vehicle shall
carry personal liability and property damage insurance in accordance with the
following provisions:

Current Oregon mandatory insurance minimums are:
$25,000 per person and $50,000 per accident for bodily injury to others;
$20,000 per accident for property damage to the property of others;
$25,000 and $50,000 per accident for uninsured motorist coverage;
$15,000 per accident for personal injury protection.

                       VACANCIES AND TRANSFERS
Board Policy: GCCA | GDCA | GCI/GDI
Classified CBA | Licensed CBA

Announced vacancies for licensed and classified positions are posted on the
District Web Page. Voluntary and involuntary transfers of staff members may be
authorized by the superintendent or designee based on district personnel needs
and in accordance with district procedures and negotiated agreements.

                                       VISITORS
Board policy: KK


Students are not permitted to bring visitors to school without prior approval of
the program coordinator. Staff members are expected to report any
unauthorized person on school property to the building principal.

                                      VOLUNTEERS
Board Policy: IICC | GCDA/GDDA
Volunteer Application

The district encourages the constructive participation of groups and individuals in
the school to perform appropriate tasks during and after school hours under the
direction and supervision of staff.

Every effort should be made to use volunteer resources in a manner which will
ensure maximum contribution to the welfare and educational growth of students.
Staff members interested in securing the services of a volunteer or with names
of individuals expressing an interest in volunteering should contact the human
resources office.

All volunteers must provide photo identification and complete the Volunteer
Application to authorize the district to complete a background check.
                                      VEHICLES

District Owned: Use of district owned vehicles is intended for the purpose of
fulfilling district functions as described in the authorized budget and policies of
the ESD Board. Any time NWRESD vehicles that are not regularly assigned are
removed from an NWRESD parking area, the vehicle log will indicate the
destination and reason for travel. The passenger car vehicle log will be at the
reception desk and the van log will be available from the Multimedia Services
department or in some other specifically designated place in each service center.




                                      WEAPONS
Board policy: JFCJ
Related Administrative Rule: JFG-AR

In accordance with Oregon law, any employee who has reasonable cause to
believe a student or other person has, within the previous 120 days, unlawfully
been in possession of a firearm or destructive device as defined by the district’s
weapons policy, shall immediately report such violation to an administrator,
his/her designee or law enforcement. Employees who report directly to law
enforcement shall also immediately inform an administrator.

Administrators shall promptly notify the appropriate law enforcement agency of
staff reports received and at any other time there is reasonable cause to believe
violations have occurred or that a student has been expelled for bringing,
possessing, concealing or using a dangerous or deadly weapon, firearm or
destructive device. Parents will be notified of all conduct by their student that
violates the district’s weapons policy.

Employees shall promptly report all other conduct prohibited by the district’s
weapons policy to an administrator.

                                      WEBSITE
NWRESD Website
NWRESD hosts a web site as an information source for staff and community,
including staff directory, calendars, publications, departmental information, links,
board agendas, board minutes, and more.

				
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